How Are They Doing?

While a good manager always pays attention to their staff, right now is a critical time to lean closer to hear how they’re doing.

With so much uncertainty still facing us, and with the personal pressures your staff may be experiencing because of virtual learning, anxiety of getting vaccinated, and who knows what else, you should be paying close attention to just how people are feeling.

Here’s a simple idea to try—ask, “How are you feeling today or this week or right now?” Of course, you must sincerely want to know how that person is feeling, and you must listen carefully to the response you get. Be sure to ask all the employees on your team.

Don’t be surprised if you get a casual response at first because they aren’t sure you really want to know the truth. How can you convince them to open up? By sharing how you’re feeling and that may not be easy for some of you.

 We’ve shared tips in previous blogs about the power of showing vulnerability, but this is even more personal. What if you shared how stressed you are and what you’re doing to move through the stress? Your team will see an entirely different side of you and that you are just as vulnerable to the stresses of our current work environment as they are.

You should have the “how are you doing” conversation privately, but you can share your own stressors with your team at your weekly meeting—whether it is virtual or in person.

If you hear things from your team in your one-on-one conversations that you can change or impact in some practical way, move as quickly as possible. Maybe it’s a change in their schedule that could make their day a lot simpler to navigate. Maybe it’s a deadline that could be adjusted. Maybe it’s a report that they think has outlived its usefulness and if they could stop doing it, the time they saved could make all the difference in their productivity or in their personal life.

So, show your human side and don’t worry—they will respect you even more than they already do, and you could make a real difference in a life. That difference might save an employee from resigning due to competing schedules and wouldn’t that be worth it all? 

Barbara Mitchell