Five tips for motivating your employees during lockdown

After six months without a case, New Zealand’s workers are back in lockdown following a fresh outbreak of the infectious Delta variant of COVID-19.

What began as one positive result in a 58-year-old man has spanned to 10 cases, with expectations that number will increase over the coming days as more people undergo testing. Across the ditch, Sydney residents are enduring their eighth week of lockdown and Melbourne has reached its 200th day under restrictions.

All in all, lockdowns suck. But beyond the frustration at being stuck inside, the sudden imposition of restrictions and return to daily case numbers has a direct impact on employees’ mental health and their ability to work too. Therefore, it’s an important time for employers to scale up their support systems to make sure their team members aren’t struggling in silence.

Read more: Flexible working: Is it given or is it earned?

Brad Bennett, Co-Founder and Business Agility Strategist at EPiC Agile, said a “massive shift in collective consciousness” is needed to keep culture thriving during difficult times.

“Organisations that don’t put a spotlight on their culture can quickly find that they are losing the energy and initiative that makes innovation possible,” he said.

Bennett shared five valuable tips to help support and motivate your employees during a lockdown.

Treat your workforce like family and friends

Checking in with your colleagues to make sure they are okay helps foster trust and understanding. Remember, you don’t book meetings with family and friends so these check-ins should take place naturally and be driven by empathy

Think small to create small connections that will affect a broader positive culture

Fostering a positive culture starts with small bubbles. Get your chief executive or senior executives involved in more intimate social events with three or four colleagues, rather than a company-wide Zoom

Be authentic

Share the good, the bad and why you think there is light at the end of the tunnel. Try to develop authentic awareness amongst your team, where you accept the things that are challenging and reassure each other that the end goal is achievable. Try implementing group sessions where nothing is off the table, letting your team be real about challenges at work and in their life

Break it down

Set your short term goals together and promote the shared purpose of the team. By chunking down your vision into smaller easily achievable sections, you allow your team to sufficiently see progress from start to finish.

It’s okay to not be okay

Some of your team may be handling things better than others. Lean into this by suggesting those who are okay help those who aren’t. By inviting your colleagues to help each other you can develop a culture of internal support and understanding, where motivation comes from everyone in your business, not just your senior leaders.

Read more: Workplace COVID-19 vaccinations could begin in September