Calling all people leaders

Your Asian and Black employees may need some extra TLC these days, as COVID-19 has incited anti-Asian racism and is proving disproportionately deadly for Black people. Here are 5 things you need to start doing for them on Monday./1

#1: Acknowledge this reality - In your next 1:1, say something like “I’ve been following the data on the impact of the virus on the Asian/Black community. My virtual door is open if you want to talk through how this is affecting you and your loved ones.”/2

Why?: It’s critical to mark these moments so employees feel seen. Silence is deafening. Not every employee will feel comfortable or want to engage at this level — everyone is unique — but it’s still important to ask./3

#2: Start/continue regular emotional checks - Don’t just ask folks how they're doing. Have them give you a number on a scale of 1 (I need a personal day) to 10 (Feeling great!)./4

Why?: It can be easier to quantify emotions than it is to articulate them. A number can ground you both so you know how to proceed./5

#3: Invite flexibility - Consult with folks on HOW and WHEN they need to work./6

Why?: People are processing a bunch of different losses. This invitation positions employees to take ownership of how/when they can deliver against expectations. This will require clear communication & alignment & also presents an exciting opportunity to work without limits./7

#4: Ask employees what they need from you. How? Say “What do you need from me?” (vs. “Do you need anything from me?”) It's really that simple./8

Why?: This is something we should always be asking. The overture frames your reporting relationship as symbiotic. This question also sets the expectation that your direct should be holding you accountable for their success./9

#5: Build community - Encourage employees to stay/get active in your company's sub-communities, including ERGs & social clubs. And always share information re: how to access your Employee Assistance Program (EAP)./10

Why?: People need connection now more than ever. At the same time, you can’t and shouldn’t be everything to the folks on your team. They and you should lean on broader organizational support systems./11

By now, you may be thinking: But how do I keep folks productive? Fair. If folks are below normal capacity, your business could face furloughs, layoffs and a slew of downstream consequences that make everything worse. Here's a bonus tip.../12

#6: Begin proactive productivity check-ins. Have your directs predict their capacity for the week on a scale from 0-100%./13

Why?: This enables you to assess your team as a fluid unit. Some folks may be over-performing (fight). Some will underperform (flight). If someone’s at a 30% this week, perhaps someone who’s at an 80% can take on a little extra. (Thx to @BreneBrown for this one.)/14

This tack can be helpful in the short term. Longer term, invite employees to formally consider shortened schedules/formal flexible work arrangements so your business gains a longer-range view of capacity. This will enable you to augment resources and/or adjust quarterly OKRs./15

Leadership is a privilege. Now's the time to pull up for your people. Of course, by lifting up your most impacted employees, you also develop habits that benefit all employees. Please consider trying these tactics with everyone on your team./end