Monitoring the well-being of your employees
When you’re managing a team, you carry the responsibility of looking after your employees. When you see your team members less in real life, it’s easy to lose the informal and emotional connection. A lack of physical presence and little face-to-face time can result in the fact that you as a manager don’t know how your team is really doing and feeling. While monitoring the well-being of your employees has never been so important, it has at the same time never been so hard. It’s important to be aware of this contradiction and to act consciously.
We conducted a survey with 100+ EY Belgium senior executives. Many of the respondents indicated that in the past they monitored their team and got to know the team dynamics in a rather passive way. They were able to get to know their team and have a feeling of how they’re doing, by having informal coffee chats and by meeting each other over lunch, in real life. In a hybrid working model, this will have to be actively monitored.
Plan in one-to-one calls to help everyone feel included and heard, especially new joiners. Emphasize the fact that having a life after work is important, and that people can indicate when they’re no longer satisfied. When working at home, some people have difficulties logging off in time and feel like they can keep working all evening. Monitor this and encourage them to log off early now and then.