Is uncertainty becoming the norm?
According to the latest figures from the VDAB, as well as research by the National Bank (June 2020), the unemployment rate has risen significantly due to the well-known reason: Covid-19. Aside from the uncertainty this brings for those who are unemployed, the question remains what impact this has on the working population. Both employees who are still working and those who have been temporarily laid off often look at their employer with concern.
Research by KU Leuven and IDEWE (May 2020) shows that almost half of working Belgians struggle with anxiety and depressive feelings due to the crisis. People feel constant pressure, experience uncertainty about their own capabilities and sleep poorly. Uncertainty about the future weighs heavily on them. Once again, they look to their employer for answers.
Surely the employer must see and show the light at the end of the tunnel? Isn’t that their task? To reassure employees? But what if the employer themselves is worried and uncertain?
We cannot give the answer to the crisis. No one knows the final destination. Not even the employer. And that is precisely the point. Do not only communicate about what you know, but also about what you do not know. That is why we provide five tips for employers on how to deal with this situation.
Inform, don’t panic.
As an employer, start with the basics. Gather information from others by talking with colleagues in the same sector, friends working in different industries, customers, and others. What are they experiencing in the market? How do they see the future? What challenges are they facing during this crisis? And what seems to work for them?
This will help you form a clearer and more nuanced picture. The last thing you should do is panic simply because you do not have all the information. Incomplete statements are quickly made, but they are not quickly forgotten by employees.
Dare to communicate negative prospects. Dare to admit that you don’t know everything.
This tip therefore speaks for itself. Communicate the information you have. Whether the news is good or bad, employees have the right to know where they stand. If there are things you do not know, admit this openly. Try to find a balance between honestly explaining what is not going well while also highlighting what is going well or which opportunities may arise in the future.
As an employer or manager, acknowledge your own uncertainty.
As an employer or manager, you also have questions. You do not know what the future will bring. Acknowledge this openly. Being in a leadership position does not mean you must hide your feelings. Sharing your concerns can actually be a relief. “We’re all in this together,” remember?
Open the discussion about possible actions.
Of course, when decisions need to be made, people tend to look at the employer. But try to reflect the questions back to your employees. How do they see the situation? How would they approach this crisis? Where do they think there might be opportunities or resources to make the situation more manageable?
Together you always know more than you do alone. As an employer, realise that you are not facing this situation alone. Loyal employees also want to continue doing meaningful work.
And above all, acknowledge your employees’ feelings.
Employees are your organisation’s talent and strength. You cannot and should not lose them. Acknowledge that they may not feel well during this period. Even if they do not explicitly talk about it, ask them. Only when these feelings are discussed can solutions eventually be found.
