How to Support Your Employees… Virtually

It’s a scary time. For business leaders and for employees. Let’s regroup.

This is a good time to review the Employee Engagement Hierarchy of Needs… only this time, it’s updated for the virtual employee. (Thanks Dr. Karlyn Borysenko of Zen Workplace!)

Give yourself 5 minutes to take a look at this model and make a simple plan for the coming days, weeks, and maybe months.

We need to re-orient how we work. Let’s looks at 3 areas.

1. Basic Needs

Start with the basics. Make sure your employees have what they need to work from home successfully, and that their basic security needs are being met.

Work Resource Basics

• What can your employees do remotely?
• What tools do they need?
• Do they have a dedicated work from home space?
• Figure out a way to support your employees while they work with their families to set up a work station at home, and a work schedule that takes into account other family members.

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Security and Stability Basics

• Recognize that your employees may be worried about job security. Even if you don’t have all the answers right now, let them know what you can. If you know you have some work for them to do from home, be sure to let them know. Be careful about assuming.
• Be mindful of what they are going through at home. If they are not in a headspace to do work, help them to decide what makes the most sense. Options could include; using sick pay, vacation pay, or unpaid time off. Also, stay up to date about the job protection and wage replacement plans that are emerging during this crisis.
• Realize that the way you manage can contribute to a sense of stability during this crazy time. You might not feel confidant at first. Take time for yourself and get your game-face on. Your employees need you to be their fearless leader.

2. Psychological Needs

Team Member Needs

One of the benefits of work, is being part of a team. It takes effort, but good leaders will figure out how to keep that sense of team strong during this time of remote work.

• Communicate with your team (as a team) on a regular basis.
• Have a morning video call, where everyone can share what they are focused on for the day.
• If video is too complicated, do a conference call with the team.
• If a conference call is too much, do a daily email.
• Pick a method of communication that works for the team, and STICK TO IT!

Individual Achievement Needs

We all take pride in the work we do. We want to be recognized. It’s your job as a leader to do this. And now, to figure out how to encourage individual achievement, remotely.

• Hopefully you are already doing one-on-one’s … if not, start now.
• Provide encouragement and praise when they are doing well.
• Provide feedback and help when they are falling short.
• During this difficult time, make sure you are checking in on them as a person, not just an employee.

  
  

  3. Self-fulfillment Needs

Self-fulfillment Needs

Self-fulfillment happens when employees can follow a growth path that leads towards their true potential. As a leader, this is where you want your people to be.

• How can this experience actually assist your employees to see that they are empowered and effective at what they do, even in a challenging situation?

This is a challenging time for sure. But it’s also a time for you and your employees to shine. And let’s remember, we’re all in this together!

This Virtual Employee Engagement Hierarchy of Needs model came from Karlyn Borysenko. The takeaways were inspired by her recent webinar “What You Need to Know to Manage a Virtual Team”. The recording of that webinar and other great stuff can be found on her website.

Zenworkplace.com