Reinventing Leadership Priorities

Over the last few months we've experienced some unprecedented events.

Mass furloughs and layoffs.

Quarantine and shelter-in-place mandates.

Social distancing restrictions.

And all these issues point to how much the pandemic has reshaped how we live and work. Right now, emotional intelligence and mental health are more than just buzzwords. These concepts are gaining more attention as organizations struggle to promote the health and satisfaction of their employees.

Read on to learn more about leadership's role in helping employees when it comes to mental health.

Employers must support employee mental health

The pandemic has irrevocably changed how we work and expectations for leaders have risen over the past few months.

Recent research from the Adecco Group found:

• 80% of respondents said their employer is 'responsible' for ensuring a better working world after the pandemic
• 74% of employees say it's important for managers to exhibit a leadership style focused on collaboration, problem solving and adaptability, and one characterized by empathy and a supportive attitude

It's clear employees have raised their expectations and want to see managers do more to ensure the workforce remains motivated, collaborative and positive.

There's an opportunity for employers to support new ways of working

As we move forward, there is a tremendous opportunity for employers to support their employees as we transition to a new way of working. As teams navigate between remote and in office teams, support and resources are needed to help everyone feel like they're part of the company no matter when or where they 'show up' to work every day.

With hybrid teams and remote work becoming part of the equation for many organizations employees need help adjusting.

• 70% of employees say that support for their mental well-being will be important to them after the pandemic
• 28% of employees say their mental health got worse during the pandemic and only 2 in 5 say their managers have exceeded expectations on checking in on their mental well-being
• 54% of managers say it was not easy to provide effective advice to staff on their mental well-being during the Covid-19 outbreak

This highlights an important improvement area for the future. As we look beyond the pandemic, employees increased expectations around mental health support are here to stay. In fact, 70% say having the right support available in the post-pandemic world is important to them.

As Sarah Clayton and Anthea Hoyle note, "People managers will need to take greater responsibility for employees' well-being. This includes familiarizing themselves with the warning signs of emotional distress, factoring more time into their days for checking in with staff, helping team members understand what is and isn't within their control, and learning how to triage real-time issues while other resources are called upon to help."

It's time to equip managers and leaders with the tools they need to empower the workforce.

Emotional intelligence has never been more important

As we begin to reset norms and standards in the workplace, managers, leaders and C-suite executives all face a steep learning curve.

The well-being and safety of employees should be the priority as we exit the pandemic. People are paying attention and what companies do now will be remembered. Those that prove to be supportive of their employees during challenging times will be able to attract the best candidates.

The organizations who are most effective in leading their workforces into the new working world will need to focus on collaboration within a primarily virtual working environment. This will require leadership with emotional intelligence who can support employees and company culture.

Key takeaways

Career development, coaching and up-skilling are ways to address mental health challenges. The workforce of tomorrow demands a different kind of leader, better suited to helping employees when it comes to mental health.

Start a conversation to learn more about how Modis can help you adapt to the new norm of the workforce.