How you lead contributes to company culture.
How you lead impacts employee well-being.
Here are 5 questions to ask yourself to assess your contribution to your employees’ well-being this past year:
1. 𝐃𝐢𝐝 𝐈 𝐞𝐧𝐬𝐮𝐫𝐞 𝐞𝐟𝐟𝐞𝐜𝐭𝐢𝐯𝐞 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧?
Don’t simply say you have an open-door policy.
Some employees need a direct invitation. Consider how approachable you were and how much clarity and conciseness were implemented during in-person or via email conversations.
Also, was feedback given constructively, with tact, and in a timely manner?
2. 𝐇𝐨𝐰 𝐝𝐢𝐝 𝐈 𝐡𝐚𝐧𝐝𝐥𝐞 𝐬𝐭𝐫𝐞𝐬𝐬?
Did your employees feel the weight of your stress, anxiety, and frustration when you were under pressure?
We all get overwhelmed at times; however, modeling emotional regulation is not only contagious, but it helps to maintain morale.
Create a de-stress toolkit with go-to resources that help you regulate stress (ex: deep breathing, music, prayer/meditation, exercise, processing with a therapist)
3. 𝐖𝐡𝐞𝐧 𝐝𝐢𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬’ 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐝𝐞𝐜𝐫𝐞𝐚𝐬𝐞?
This question will help you reflect on how expectations were set, how feedback was given, and whether employees were empowered.
Also, where you showed support and understanding regarding your employee’s well-being. Be mindful that invisible illnesses and loss can cause a decline in productivity.
4. 𝐃𝐢𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐠𝐞𝐭 𝐦𝐲 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞𝐲 𝐧𝐞𝐞𝐝𝐞𝐝 𝐢𝐭 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭?
Support can look different for each employee. Active listening, rewarding achievements and contributions, and considering employees’ strengths and growth edges can go a long way. Also, reread #3.
5. 𝐇𝐨𝐰 𝐝𝐢𝐝 𝐈 𝐚𝐝𝐝𝐫𝐞𝐬𝐬 𝐢𝐬𝐬𝐮𝐞𝐬 𝐰𝐢𝐭𝐡 𝐜𝐡𝐚𝐥𝐥𝐞𝐧𝐠𝐢𝐧𝐠 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬?
Everyone isn’t easy to work with.
Some require you to dig deep into your EQ self-management skills to keep yourself regulated.
Be curious about their behavior; there’s often a story behind why people show up the way they do. Also, assess if what you find triggering has more to do with you than with them.
On the other hand, If there are bad actors, who bully, harass, discriminate, etc., don’t prolong addressing their behavior, or it will leave other employees feeling unsafe and lose trust in you.
Reflecting on these questions can help you take the necessary steps for next year to be a year of productivity and well-being for you and your team.