For The Workplace: How to Support Your Team in The Red & Yellow Zone

Autumn can feel like a new beginning. The air becomes crisp again, leaves begin to turn. As the summer comes to a close, and children head back to school, it can be a time to settle back into routine and activities. And find those coats, sweaters, and boots, too! For some, fall might mean a change in routine for work, education, and other activities – many are returning to the premises after two and a half years of working or studying remotely or having gradually eased into a hybrid situation.?

As we navigate these new ways together, some challenges are arising as well. You may have heard of the “great resignation” – people leaving the workforce in masses to find a life-with-work balance or live out their values and what matters most. We’re also seeing some conflicts about returning to the premises – some folks are not ready to return, or just don’t want to go back.?

What I am seeing in my work is that many organizations are adopting new ways of working. The pandemic highlighted the possibility to re-imagine and re-create ways of working together. Work is being done remotely that many never thought possible! While some relish the work-from-home setting that affords flexibility, potential savings, relocation, privacy, and more time – others just can’t wait to get back, or are already back, because they enjoy the separation of work and home and in-person connection.?

Change and adaptation are hard work. Changing routines and ways of doing things requires a lot of brain power. If folks return to the premises and don’t feel ready, the change could be exhausting. As a leader, there may be practical considerations to help ease the transition back to the premises. Asking your team directly involved will almost always yield better results than assuming.??

START BY HONOURING YOUR OWN FEELINGS?

Our feelings provide us with such vital information; they serve a purpose! Fear tells us to evaluate our environment and find safety. Loneliness tells us we want to connect with someone. Joy tells us to lean in and find more. When we are truly aware of how we are feeling as a leader, we are able to give ourselves the attention we need to take care of our emotional state. Emotions left unaddressed can create dysregulation. The more we try to ignore them, the louder they get. Emotion dysregulation can result in reactions that are sometimes not reflective of the situation or leave us feeling a bit out of control. For us to be able to regulate, we need to be aware of what we are feeling and what purpose that feeling is serving.?

HOW YOU CAN SUPPORT RED ZONE AS A LEADER?

Here are some questions to ask those in the red zone:?

? What would make the work environment feel more comfortable upon your return? ?

? What changes would you like to see implemented for this to be a safer space for you? ? Would it be helpful if, as a team, we discussed degrees of readiness openly? (Traffic lights - Consent is a must).?

? What would an optimal re-entry or moving forward scenario look like for you???

Some strategies to help ease transitions for folks in the red zone may include:?

? Flexibility and gradual progression: Starting a few days per week on-site, if possible, may be helpful for some. ?

? Maintain things that have been working: Consider continuing to incorporate hybrid meetings and working remotely where it makes sense. ?

? Communicate: This involves not just providing information but receiving information as well. Listen to what people need and provide as much information about returning as possible.?

HOW LEADERS CAN SUPPORT THOSE IN THE YELLOW ZONE?

Individuals in the yellow zone are in the murky middle. There may be times when they seem ready to go, and other times when they pump the brakes. This may be frustrating, or seemingly unpredictable for managers and leaders. ?

Here are a few strategies that may be helpful for individuals in the yellow zone:?

? Try to exercise compassion with any changes in comfort or wavering between ready and not ready. ?

? Check in: Explore what is feeling okay about being back on site, and anything that might not be feeling okay. Questions to ask may include: How has re-entry been going for you? Do you need anything to be more comfortable or feel more effective while you’re on the premises??

? Explore what changes have been working: What changes have happened over the last two years do you think should stay or go??

I would love to hear your thoughts on this! How is your team doing?