Most people have moved beyond the initial shock of the situation and worked out most details of setting up at home. Now, reality has settled in—and people are becoming weary.
As waves of uncertainly crash over their employees, stalwart leaders will navigate true by creating organizational cultures that support employees during times of crisis and bypass burnout when we face an emergency or not.
As Eagle Hill has worked through our own COVID-19 response, we’ve drawn on the strength of our award-winning culture and change management expertise to support employees through what’s proving to be a drawn-out, evolving challenge. Keeping our people connected and engaged keeps them secure in our ability to weather the crisis (and keep them OK) in the long term.
45 percent of employees are experiencing burnout. 1 in 4 attribute their burnout to circumstances related to the COVID-19 pandemic.
Only 1 in 3 say that their employers are increasing flexibility while just 1 in 4 say communications are improving.
Not surprisingly, about half of employees say they feel less connected to colleagues and less productive.
source: Eagle Hill Consulting
Early on, Eagle Hill made the commitment to our core values to shape our every action in response to the crisis, and to do so in a way that stays true to what we as a company have always held dear. We started by creating a vision, to stay our constant guide throughout the crisis. Amid the uncertainty of COVID-19, the vision cuts through “the fog” and allows us to navigate unforeseen shoals.
At Eagle Hill, we’re practical optimists. We hope for the best, but we planned for the worst. Weeks before official orders came to shut offices down, we looked far out and then planned even further. Eagle Hill anticipated very long closures and planned accordingly. Of course, we also considered how we eventually will ramp up again when normalcy returns.
Eagle Hill recognizes COVID-19 for what it is—the mother of all change management challenges. And we know that to see our way through successfully, we have to bring our people along. Central to our success has been an emphasis on protecting our interpersonal connections and a commitment to honesty and authenticity, from the top down.
As with any monumental change challenge, our leadership knows to keep a very firm hand at the helm. That’s why Eagle Hill leadership has taken such a high-touch approach in communicating the impacts of the transitions the organization is going through. We want our employees to see consistency in how they are treated and genuine care for their well-being.
At some point, hopefully not too far in the future, our corporate ship will return to safe harbor. Rather than simply picking up where we left off when that happens, Eagle Hill has already begun taking inventory of what we don’t want to leave behind from this experience.
To maintain a cohesive culture, we plan to continue a series of short, informal videos with positive messages from leadership
Daily team stand-ups, no matter how brief, have helped build a stronger sense of team for many employees than they had even before the crisis.
To get people up to speed quickly on a new collaboration tool, we hosted a series of light-hearted competitions that required employees to learn features of the platform in order to compete.
Above all, we will hold tight to the lessons we've learned about empathy for each other. For Eagle Hill, weathering this crisis together has been an opportunity to build closeness and reinforce our values. In that regard, Eagle Hill already feels stronger and better prepared for however future winds blow.
Eagle Hill is already helping clients reach long-term employee engagement.
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