Six emotional needs all managers should look out for

A checklist

CREDIT: This is an edited version of an article that originally appeared on Management Today

Now, more than ever, managers need be aware of their employee’s emotional needs. 

Research has shown that, since the pandemic, levels of stress, anxiety and presenteeism related to work, have increased. 

Here is a quick list of our most important emotional needs and how to go about ensuring they are met at work. Some may seem obvious, and may already be fulfilled in your organisation, but there is no harm in checking.

1. Security

Security at work includes being free from fears ranging from redundancy to intimidation and, given the current climate, health and safety. In order to bridge the possible distance between remote workers, check in on your staff working from home are make sure they feel safe and content. Common issues they may be experiencing include lack of space at home and inadequate equipment – offering the necessary equipment, for example, will increase productivity and decrease stress.

Show you care and are doing everything you can to cultivate a good working environment. Risk assessments, for example, are easier to manage in the office and may already be in place if you have returned there; either way, some form of reassurance is fundamental.

A lack of interaction with management, or possibly any colleague, fuels insecurity. To combat this, it is important to be open with your staff about any difficulties the organisation faces and to welcome feedback or ideas to ease these problems. 

2. Autonomy 

While many people love the independence of working from home, the increased freedom can also heighten stress. Many remote workers feel excluded, or even useless, with the big decisions and conversations taking place far away from them. Video conferencing – while temperamental and prone to technical issues – is your best bet. It can help to ensure a level of responsibility, and make sure everyone is involved, while also alleviating stress.

• Build connections

It can be hard to connect with people and form quality relationships between co-workers online; useful as they can be, video conferences are no substitute for physical interaction. If it’s feasible, regular on-site meet ups for remote workers are extremely beneficial. These will help workers catch up with their colleagues and build relationships with people, many of whom they may never have had the opportunity to meet in person. 

4. Attention 

Remote working has made giving employees equal amounts of attention more difficult; in a Zoom meeting, signals of distress or poor body language are less obvious and make it more difficult to foresee issues. Focus on your people skills and take the time to have regular one-to-one catch-ups and meetings, the purpose of which may only be to check in and listen to any concerns. 

• Achievement

Feedback is essential, both positive and negative; employees need a reference point on how they are doing, and this is something which can be done easily over a video call. However, it can be hard for newer workers to develop away from the office, with less time for learning from, and watching, their more experienced colleagues. Newly qualified staff or recruits are vulnerable to this problem and should be given extra time and attention.

6. Routine

Habits and routines are important for all humans. Working from home has made it hard for many to switch off and has increased working hours which, in the long-term, is detrimental to the company and employee well-being. Overwork will reduce productivity and could trigger more serious health issues such as anxiety, depression and high blood pressure. 

Digital check ins will help, and show you care about your team’s work-life balance.