Motivating people in a post-Covid world
Employee motivation in a world still reeling from the effects of the COVID-19 crisis is a challenging proposition. The anxiety, uncertainty, and fear caused by the pandemic have not disappeared altogether, and the operational delays and disruptions it caused have negatively affected employees and employers across most industries. In particular, this has made it difficult for managers and employers to motivate employees and make them feel secure — and equally difficult for managers to stay motivated and project confidence themselves.
Many have wondered whether it might be necessary to rethink and update motivation techniques to suit a post-Covid world. While that may be true to some extent, the good news is that established best practices for workplace motivation are still deeply applicable to the current scenario, characterized by the growing popularity of the hybrid working model — a combination of on-site and remote work. In other words, we do not necessarily have to come up with newer, more novel approaches. This article presents simple, actionable tips for managers to connect better with employees in order to motivate them.
Prioritize mental health and wellness
Though largely disruptive, the pandemic has drawn our attention to general health and wellbeing, including mental health. Remote work has benefits as well as drawbacks: while it can boost productivity and reduce commute-related stress, it can also entail loneliness and a sense of isolation, and for those already affected by the impact of COVID-19, remote-work stress is an additional problem. Helping employees combat mental-health challenges could be as simple as regularly checking in to offer support and assurance. Many companies have set up counseling hotlines and reevaluated their health benefit plans to enable mental-health support through the Employee Assistance Program (EAP), and these simple measures have had numerous positive impacts on motivation.
Set realistic goals
Working from home is not as easy as it seems — juggling work and domestic responsibilities can be tiresome and often leads to burnout. It is essential to create an environment conducive to open communication between managers and employees, which helps managers understand how much work might be too much and set realistic, achievable targets. Open communication also helps managers recognize if an employee is feeling overwhelmed, excluded, or dispensable. One simple way to do this is by scheduling brief, regular meetings — daily, weekly, or on alternate days, depending on the needs of the team. Flexible work policies and timings have also been particularly useful in making remote work less stressful and improving operational efficiency.
Connect on a personal level
This is perhaps the biggest challenge of remote and hybrid work — it is not always possible to forge meaningful connections with colleagues when we don’t see them often enough, and building connections with newly hired employees is just as difficult. Thankfully, there are simple ways to build camaraderie online: scheduling light-hearted fun sessions reduces stress and makes employees feel more involved and valued. You can devise short icebreaker games to make new employees feel welcome — something as simple as online rock-paper-scissors or a themed quiz — or encourage your remote team to come up with their own games and events. It also helps to discuss topics other than work to help people bond over common interests, and virtual coffee chats are becoming increasingly popular.
Acknowledge hard work
Research shows that rewards and recognition have a great impact on employee motivation. This is a tried-and-tested technique bound to remain relevant regardless of how we work. When all else fails, letting someone know they’re doing a good job is likely to boost their spirit — at times something as simple as a thank-you note or a lunch coupon can help. A salient insight from cognitive psychology shows that acknowledging good work leads to positive thinking, improves self-worth, and reduces stress and anxiety. The same applies to appreciating an entire team’s hard work.
Encourage open communication
It’s important that your team members have a voice and feel heard — more often than not, difficult problems can be solved through simple, insightful conversations. Encouraging employees to share their thoughts and concerns, and listening earnestly, is an excellent way to improve workplace motivation. Encouraging your team to ask questions and seek answers makes them feel more involved; in official discussions, use open-ended questions to understand what and how your team thinks. Managers should also take feedback from employees from time to time to understand their challenges and pain points — employees who feel heard are more likely to be satisfied with their job than those who feel left out.
Be honest and transparent
Transparency helps improve the relationship between managers and employees and is an excellent way to foster trust. Uncertainties about job security have not faded away, so it is natural for employees to have many questions about their future. Being honest with your team about the possible negative impacts of the pandemic on the bottom line may make for a tough conversation, but it is essential — it enables employees to reassess their plans and goals, whereas delaying these conversations can leave them too little time to adjust. Informing employees about potential short- or long-term negative impacts is also a great way to earn their trust and loyalty, and because it encourages a two-way dialogue, it can prevent organizations from setting unrealistic expectations.
Support new learning and overall development
COVID-19 has been a blessing in disguise for people who used to spend too much time commuting — some have made the best use of their time by signing up for new online courses or corporate training programs, and others have finally completed programs they previously had little time for. The popularity of open online courses has grown exponentially since March 2020. Since upskilling helps fill skill gaps, employers could encourage employees to learn new skills that contribute to their overall development — by conducting corporate training programs or teaming up with online course providers. These courses can improve employee confidence and boost job performance, which in turn benefits the organization, making it a win-win for employees and employers.
Spread hope
As we move toward some semblance of normalcy, it’s important to spread hope, not fear — especially since public-health experts have warned that the pandemic might not be over just yet. A positive outlook helps people persevere through setbacks and adversity, so organizations should ensure their internal communication remains positive and encouraging. If the tone is uplifting and optimistic, it helps employees feel motivated and hopeful, which in turn helps them perform better. The pandemic has changed how we live and work, but thankfully it has not complicated the task of motivating employees and remote teams and making them feel secure and involved.