![]() ![]() Next, you’ll want to figure out what can be done quickly to address the gap in needs across your workforce. You may need to seek outside help to get what your employees need and that’s OK. The goal is to build an understanding of what is needed right now rather than answer questions or provide solutions. In this meeting, ask what they need and what the organization could be doing differently to provide a better experience. Take a step back and really listen to the feedback your employees are sharing about their challenges and concerns. It is important for HR and business leaders to remember that, at this stage, the most beneficial thing you can do is just listen. Based on the nature of the issue, it may be best to start with a more personal approach like smaller conversations versus a broad survey. This can be facilitated in one-on-one video meetings, in small group meetings, in virtual roundtable discussions and eventually through engagement surveys. Organize a meeting so that employees can talk with one another and share their experiences. Once there is some stability, it is important to bring the group together and open a dialogue for additional feedback and information. If there are immediate things that you can put into action based on the feedback, do what you can to help minimize that stress. Create a safe space and ask how your employees are feeling and what they are doing to ensure their mental and physical well-being. Reach out to the groups you think are impacted. You should do an assessment to see if your employees feel safe and are OK. Your employees may be feeling even more isolated. In remote settings, this is even more challenging because you can’t necessarily walk around the office to get a read on what’s happening. Is it a certain group or region? Rather than start with a companywide meeting or communication, it is important to address and work with the employees who are most affected or feeling the most pain. ![]() Here’s a model for mastering difficult conversations, no matter the topic.Īs soon as an event or incident occurs, take stock of who within your employee base is affected. It’s about being honest, direct and objective. ![]() To do that well, we must be willing to be uncomfortable and vulnerable. But HR and business leaders have the choice to lead and drive these difficult conversations for their organizations. Research has shown that managers are typically uncomfortable giving negative feedback to employees. ![]()
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