Covid-19 produced effects that rippled through the world and will probably continue to do so for a long time even after some semblance of normalcy has been re-established. A large portion of the population suddenly found themselves jobless or furloughed indefinitely.
Families accustomed to two incomes were abruptly forced to figure out how to survive on one or even none. Many of those lucky enough to retain their positions after the outbreak had to adapt to working from home, often through unfamiliar virtual platforms.
Businesses, small and big, suffered losses, delays and setbacks. As the nation begins to recover, the impact of the disease remains tangible. Eyal Gutentag, an experienced performance leader, recently consented to an interview with TMCnet where he had some words of wisdom to share with other leaders struggling to figure out what to do now. The biggest takeaway was this: Those in charge need to focus on the people, not the financial aspect. Rather than reverting to the old ways of honing in on repairing the economics of the situation, leaders need to aid their employees in recovery through compassionate and understanding practices. Eyal Gutentag manager for talents throughout the business sector had some ideas about how to go about doing so.
1. Develop a More Flexible Mindset
One thing Eyal Gutentag placed great importance on was flexibility. The outbreak affected everyone in very different ways, many suffering mentally as well as physically, and it is important to accommodate workers if possible. In spite of the vaccination movement currently going on, many individuals remain afraid about returning to work and normal life. He encourages leaders to keep in mind the toll the year has taken on people, understand if some are unready to come back and allow them to continue working from home if they choose to.
2. Build Connections
He also urges managers to form personal connections with each of their employees if feasible. He advises them to reach out and ask them about their personal lives and fears in order to develop those relationships. He also recommends making sure each worker knows they are important as individuals and have a solid, vital role to play in the company’s overall big picture.
3. Incentivize Instead of Threatening
Eyal Gutentag also cautions against dictating and setting the foot down. Ultimatums are not the way to go. Instead, he endorses the offering of perks to entice workers to follow the desired path. If bosses want their employees to return to the physical workplace, then it is better to give them a reason to do so on their own instead of demanding their presence.
4. Utilize Those Digital Skills
Finally, Eyal Gutentag advises leaders not to let one of the only not-bad things about the pandemic go to waste. Since employees had to adapt to remote avenues of collaboration, they now possess valuable knowledge about using digital products for team projects. This can be used in the future to enhance performance.
Covid-19 was a shock and new experience for much of the population. It changed many things, some fundamentally. As its grip begins to slacken with the rollout of vaccinations, these insights from an acknowledged expert may be of great benefit to both CEOs and small business owners.
