The Covid-19 pandemic is still “far from over,” according to the World Health Organization. As the experts explain, we’ll probably be feeling the aftershocks of the virus for several years to come.
Most of us are very gradually trying to work our way back to some sense of normalcy. That’s not easy, though, as we’re getting bombarded with news stories about inflation, geopolitical strife, and ongoing supply chain rifts. Against this backdrop, there’s a pressing labor shortage, with workers demanding higher pay, better benefits, and more humane working conditions.
I think the term “normal” may be in need of revision.
The world is a different place now. The business landscape is no exception; management once held the upper hand, but is now subject to an labor pool composed of workers who’ve had time to take stock of their priorities. Millions of workers spent time during the pandemic contemplating what really matters in their lives. Many lost family members, homes, savings, and more.
So, all things considered: is it any wonder why the labor pool is thinning?
In my opinion, the “new normal” should not be a top-down mandate from management to employees. Businesses need workers to thrive, and workers need jobs that promote a healthy work/life balance. This concept does not exist in a vacuum, either. Every organization can benefit from embracing a more compassionate stance toward their employees.
Taking in the Scale of the Pain
Nearly one million Americans lost their lives due to the pandemic between March 2020 and March 2022. That was not even close to the extent of the suffering, though.
Nearly 8 million workers permanently lost their jobs. A whopping 49 million unemployment claims were filed at the beginning of 2020, consisting of full and part-time workers furloughed or terminated by panicked employers. 14.6 million workers lost employment-related health coverage which their families depended upon. Another 5 million more lost their homes.
When I say ‘normal’ has changed, this is what I mean. Many of the businesses hardest hit by staffing losses were the same that furloughed employees in droves at the beginning of 2020. This led to many workers growing disillusioned with business as usual.
It’s not my intent to try and apportion blame to anyone here. What I do want to drive home, though, is that it’s important to feel the reality of the situation. We should also understand why the average American worker is skeptical of returning to a job where their value seems to be in question.
Approaching new and returning employees with compassion and understanding is one very straightforward solution here. The good news? Compassion is an entirely teachable ethos.
Compassion: Defined
Compassion means actively listening to, and modeling solutions around, the thoughts and feelings of others to increase general harmony and productivity. In psychology, compassion is regarded more as a behavior, rather than a principle. It’s something we do, rather than just something we feel.
Biologically speaking, humans are hard-wired to communicate empathy for one another. In business, leaders should foster environments where these natural tendencies are encouraged by management. Therefore, it is an executive responsibility to direct and improve morale in the workplace.
Stong leaders make themselves available to their employees and implement solutions that can address concerns about overall work/life balance. For example, one of the biggest points of contention right now between workers and business owners is the topic of remote work.
Remote Work: a Case in Point
With two years of remote employment under their belts, many Americans find it challenging to assimilate back into the office. Long commutes, confined working spaces, lack of childcare options, and even in-office illness transmission are just some of the reasons workers cite when arguing for remote work options.
On that score, one practical solution might be to hybridize remote work situations. Making the office a hub of activity, but allowing the flexibility to work from home when needed. Such a response would be a compassionate decision for staff struggling with childcare needs, or who have health-related concerns about returning to the office full time.
This push toward remote-leaning work isn’t universally popular among business leaders. However, the data suggests that the trend is here to stay. According to Forbes, 74% of professionals expect remote work to become standardized. 97% have no wish to return to their places of work full-time.
This is a rather compelling argument for hybridizing remote work solutions for those employees most in need of it. It also provides an incentive for leaders to operate from a position of compassion with regard to their employees’ concerns.
Many Opportunities to Show Compassion for Workers
Suppose a remote work arrangement, or hybrid remote/in-office arrangements, are not in the cards for one’s business anytime soon. In that case, there are plenty of other ways in which good leaders can operate from a position of empathy for their employees.
As I hinted above, helping to provide childcare solutions to those employees who are attempting to juggle responsibilities makes a huge difference. Additionally, paying close attention to the in-office work environment as a sustainable resource is another essential factor that is often overlooked. For employees who work in windowless rooms or amidst a sea of iron-gray cubicles, leaders might consider more colorful and ergonomic solutions that could benefit everyone.
One step might be implementing training and workshops that promote greater empathy, equity, and compassion among company leaders and management. Another might be instituting monthly employee roundups where staff are encouraged to communicate their challenges and contribute proposals they feel would improve their working environment and situation. Again, these are just a few ideas; the possibilities are endless.
The “New Normal” is Now
Businesses that ignore the concerns of the post-COVID landscape do so at their own peril. Leaders must look for ways to inspire greater happiness and productivity amongst their employees.
Any company that wishes to increase the talent they can summon to lead them into the future must prioritize and incentivize employee engagement and retention on a broad scale. There are many ways to achieve this, but doing so with compassion and equity is tantamount to overall success. Losing sight of that fact contributes significantly to the disparity between worker demands and corporate policy.
As the saying goes: workers leave management, not companies. If business leaders make the choice to invest in core ethics for managing staff, they stand to see an incredible return on that investment.
