You may have noticed some of your team are not quite themselves right now.
It’s hardly surprising after all the country has been through this pandemic.
And don’t be fooled by those who appear themselves on the surface, either. There could be all kinds of insecurity bubbling away under the surface. Thanks to eighteen months of uncertainty and rapid change, even your leaders could be feeling wobbly.
It’s sometimes easy for a us to take things at face value and assume your people are OK. They’re grown-ups, after all – any issues, and they will come to you for a chat. Right?
Not always. Some workers have taken roles entirely new to them and under a new manager. Perhaps they don’t yet feel comfortable flagging issues with you (and video conferencing can feel anything but personal). And what if that role isn’t living up to their expectations. Just because your employee said “yes” to a role - they may have done so for the safety of having a job when others around them were placed on furlough or thought they may be office-based sooner than is actually happening for example.
On top of not necessarily having the desire to stay in a role, perhaps your team member is lacking the skills required to make it a success. And a lack of physical or mental ability to perform can put a serious dent in one’s confidence.
And how about those leaders of yours? AKA the management. Not the types who typically lack in confidence, sure, and yet who’s to say they’re not feeling the post-pandemic pinch? Perhaps they’re more likely than anyone to keep quiet about it too!
If you’re sensing your workforce is wobbling from top to bottom, you need to act now.
It’s time to treat your leaders and staff to a post-pandemic confidence boost – and here’s how!
By this, we mean taking a good hard look at yourselves – that’s your entire staffing structure, from admin to boardroom. Conduct a detailed assessment of your leaders and teams to see who is placed where, and what their role involves. Because you can’t move forwards unless you know where you are today!
As part of the process, talk with your staff 121 and ask if they are happy – and if not, why not? Begin with those individuals who have recently moved roles before going broader; you might find its a lack of skills affecting their confidence. Arrange specific skills-based training where you can and a long-term training strategy where not. Show your team you are committed to their development and provide a plan with timeframes to support their training journey.
During your assessment process, you’ll soon recognise which staff members need something other than skills-based training to move forwards. Who knows what some have been through during the pandemic, and if their mental health has taken a hit, it can quickly drive down their positivity and impact their productivity.
Remember, investing in your people is always easier than finding new hires. Consider using a specialist provider to coach any team members that are finding it tough in the new world, and help bring them back to a good place. Asides from being equipped professionally with effective methods to have your team members on track again, a coach has the time to do so (and you don’t!). When it comes to being coached, many staff respond better to an external source, too – someone to provide support with no preconceptions.
It’s an age-old favourite and for good reason. And even if your team went through presentation training before the first lockdown, there is absolutely no harm in providing a refresher.
It’s true, there is rarely a bad time to run a presentation training session and not least in our new post-pandemic world. For starters, it helps with the most basic interpersonal skills many may have forgotten about through all that Zoom and Teams time: how to conduct yourself physically in the presence of others. It’s something every team member can appreciate after all that time confined to the home office, and we suggest you roll out this training company-wide – helpful to everyone, not just the sales makers and leaders.
Of course, you’ll have new hires on your hands, too, some who have never had presentation training. Even the most naturally confident people will come away having learned a trick or two to take into their next meeting!
With some of your team no doubt working remotely or hybrid, they might simply be lacking in time interacting with others. It can have a detrimental impact on confidence and overall wellbeing.
So, now all the training needs are covered off, it’s time to get everybody together on an away day! Whether it’s a ramble across the Yorkshire Moors, a thrilling escape room or crazy-but-competitive go-karting – whatever tickles your team’s fancy. The emphasis is on being somewhere together that’s a million metaphorical miles from work. Time to engage with one another again, let your hair down and have fun! These sessions bring out the best in people – which is precisely what you want after the worst of times. Get people out and about, and you’ll practically see their confidence creeping back in front of you.
And there we have it. Did our article help you?
If you are looking for support with recruitment or training, speak to our team at One to One!