Blog

By: Krissy Fuller

Raise your hand if you’ve ever read a book, article or watched a leadership presentation by Simon Sinek? Are you raising it? (If not, now’s a good time to add any of his books to your reading list.) One of my favorites is “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”

If I flip that around to an employer ONLY perspective it might look like “When companies only financially invest in their employees, their employees are seen only as a return. When companies emotionally invest in their employees, their employees are seen as contributors. I want you to close your eyes …ok wait… read the next sentence and then close your eyes and sink into the question. Without considering your P&L, which “investment” feels like it creates an environment everyone wants to be in?

As leaders it can sometimes be easy to forget that our employees are human beings first, with lives that extend far beyond the office walls. Depending on how large your organization is and how far removed you are from all levels of employees the space between can easily grow. Our employees are WHOLE people with WHOLE lives, that although we’ve all heard the adage – “leave your personal life at the door” – it doesn’t happen. It can’t, not completely. Sure we can compartmentalize, but there’s a point, and that point varies by each individual. When personal challenges do arise, they can significantly impact an individual’s capacity for work. As leaders, it’s crucial that we learn to hold space for our team members during these difficult times. This is where we invest emotionally in our employees.

We hold the space by creating a safe, judgment-free environment where employees feel supported and understood. We acknowledge their struggles without trying to fix everything immediately. We work with our employees to meet them where they’re at and flex a bit while they navigate whatever challenge has encroached their personal life.

This approach not only helps the individual but also fosters a culture of trust and loyalty within the organization. (Not to mention some LEGAL requirements you may need to abide by depending on the situation)

If this doesn’t come intuitively to you, don’t worry I’ve got you covered. Here are some easy steps that you can do to help create that space for your employee and can help them navigate through their situation while continuing to contribute.

1. Practice Active Listening

• Give your full attention when an employee shares their struggles.
• Avoid interrupting or immediately offering solutions.
• Show empathy through your body language and verbal acknowledgments.

2. Offer Flexible Work Arrangements

• Allow for adjusted work hours or remote work options when possible.
• Be open to temporary reductions in workload or responsibilities.
• Create a system for easy handover of tasks when needed.

3. Provide Resources and Support (if you’re not sure what these are direct them to HR or offer to connect with HR to see if any services are available)

• Offer access to counseling services or an Employee Assistance Program (EAP).
• Share information about relevant support groups or community resources.
• Consider offering additional paid time off for mental health or personal days.

4. Foster a Supportive Team Environment

• Encourage team members to support one another during challenging times. (Goes without saying but respect boundaries and confidentiality)
• Promote a culture where it’s okay to ask for help or take a step back when needed. (Ideally this is done before, but no time like the present if not)
• Lead by example in showing compassion and understanding.

5. Maintain Open Communication

• Schedule regular check-ins with the affected employee.
• Be clear about expectations and any temporary adjustments to their role.
• Encourage honesty about their capacity and needs.

6. Respect Privacy and Boundaries

• Allow the employee to share only what they’re comfortable with.
• Ensure confidentiality in all discussions about personal matters.
• Avoid prying or asking for unnecessary details.

7. Plan for Gradual Return to Full Capacity

• Work with the employee to create a realistic plan for returning to their full workload.
• Be patient and flexible, understanding that progress may not be linear.
• Celebrate small wins and milestones along the way.

8. Review and Adjust Policies

• Examine your company’s policies to ensure they support employees during personal crises.
• Consider implementing compassionate leave policies or flexible work arrangements.
• Regularly review and update these policies based on employee feedback and needs.

While I truly believe this is just a best practice in doing business and should be the norm, I know it probably doesn’t align with all. For those who may have rolled their eyes while reading this, I propose this for your consideration:

Your P&L. That thing I told you to not consider for a second. Let’s go back to that. By holding space for employees during challenging times, you will:

• Build stronger, more loyal teams
• Improve overall employee well-being and job satisfaction
• Reduce turnover and associated costs
• Enhance the company’s reputation as an employer of choice
• Create a more resilient and adaptable workforce

So…what are your thoughts?  I’d love to hear.  Have you worked in a place that held space and supported you while you navigated life?  How do you show up for your employees while they take on personal challenges?