Supporting Your Staff During Times Of Social & Political Unrest
It can be hard to know how best to support a team during times of unrest. But there are many simple things HR, managers & leaders can do. Here’s some suggestions from CEO LEANNE MAREGA and Psychosocial & Wellbeing Lead BEN PORTER.
The emotional and mental toll of social or political unrest can be profound, particularly for anyone directly affected. Staff will feel a range of emotions, which will evolve over time. Whether they feel scared, anxious, vulnerable, unsafe, angry or tired, you may notice changes in behaviour, engagement and productivity. Here are a few strategies to support them in a meaningful way:
1 Acknowledge the situation
Leaders should reach out to their teams; acknowledge the situation and its potential impact on them; communicate clearly and regularly; and reaffirm the organisation’s commitment to supporting them. Language matters. This could mean sending thoughtful company-wide messages; holding team meetings to address concerns; or even conducting listening sessions to understand staff needs better. Remember, silence can be interpreted as indifference, so be present and engaged.
2 Check in regularly with your team
Make sure that you are available to your staff, especially those affected. Regularly check in to see how they are doing, and make yourself available for one-on-one meetings. This can reassure employees that they aren’t alone. If you are a virtual organisation, then send instant messages, book a video call for a coffee, or message them by any means to show your staff that they are in your thoughts. And if you are in a face-to-face setting, connect with people, don’t stay behind your computer desk.
3 Remind staff of the support that is in place
Some of the relevant services we can offer include Resilience Check-Ins, Counselling and Trauma-Focused Therapy. For some teams, a group approach may be preferred – we can do this by facilitating a reflective time together for the team to listen, talk through, and process the experiences that are impacting them.
4 Take the time to learn about the issues
Understanding the context and impact of racial violence enables you to provide informed and compassionate support. This is especially true if you are not directly impacted by what’s going on, but there are people in your organisation who are. Find trustworthy and balanced sources of information, and don’t expect the people at work who are affected to have to educate you as to what’s going on.
5 Show your concern
Acknowledge the distress and fear that employees might be feeling and assure them that their safety and mental health are priorities. If you are noticing a staff member who is struggling, you can gently approach them in a private setting, express your concern, and offer support. Ask open-ended questions about how they’re coping, actively listen without judgement, respect their privacy and let them lead the conversation, while making it clear that support is available if and when they need it.
6 Promote inclusivity and respect
If the unrest is ethnic, racial or religious in nature, then reinforce your organisation’s commitment to diversity, equity, and inclusion. Reassure anyone in your organisation who is from the communities affected, that you have zero tolerance towards any kind of discrimination. Remind people of how to report any incidents, and ensure them that any form of discrimination will be addressed promptly and decisively.
7 Provide flexible working options
Understand that employees may need time off or flexible working arrangements to cope with the stress and anxiety caused by what’s going on. Some may not feel safe leaving home and need the flexibility to work from home. Be accommodating and supportive of these needs.
If you’d like to discuss with us how we can support you and your organisation right now, then get in touch with us right away.
