The sustainability of talent during any difficult time is of the utmost importance. Leaders need to ensure their risk mitigation strategies are sustainable.
Ensure your risk mitigation is holistic. Risk mitigation extends beyond health and safety in the workplace. Every conversation about mitigating risks should include the mental well-being of your employees.
We’ve previously discussed key success factors of highly effective remote teams and the inevitable future of at least a hybrid-remote workforce. Even a partially remote team can be an effective way to mitigate risks. However, the most effective risk mitigation should include a sustainable way to deal with any risk your employees may face when working remotely.
For example, what is the contingency plan if their Internet connection fails? While remote teams can be highly effective, how do you help a team member who’s not feeling productive? How can you help employees dealing with burnout?
Burnout is a workplace risk that can be mitigated. The effects of burnout include:
- De-personalization: feeling detached from work and co-workers; may include cynical and negative attitudes towards colleagues and clients.
- Exhaustion: emotional, mental, and physical tiredness. Can result in lack of focus and chronic fatigue.
- Low-efficacy: decreased productivity and low morale.
The detachment associated with de-personalization can be mitigated by fostering teamwork among remote and hybrid teams. Encourage brainstorming and collaboration on projects among team members. Leaders should be prepared to provide consistent guidance and feedback.
Exhaustion can happen to anyone, especially during difficult times. Exhaustion is usually a combined result of isolation and dismantled daily routines. Arm your talent with the important soft skills such as empathy and resilience to sustain their well-being.
Low-efficacy can be mitigated through time-shifting and results-based management to improve employee morale and engagement. Leaders need to build a team that feels trusted and empowered to do their best work.
A simple yet effective way of safeguarding sustainability of your talent is having weekly one-on-one’s with your immediate team members. As cited in this Microsoft Team study, make it a priority to touch base with each of your team member for 30 minutes each week. This can help them stay aligned, prioritize and protect their time.