Arming this newly remote workforce with the supplies and technology they need to be productive was just the first phase of the challenge. Now, organizations have to find a way to help those employees feel supported, motivated, and connected at a time when fear is high and face-to-face human interaction as we knew it before is in short supply.

Where do you begin? What kinds of things should you be doing? And how do you help your managers help their teams cope in these emotionally challenging times?

Motivating strategies to get you started

Realize there is no universal solution

Managers now have an added responsibility that may not come easy. So, give them the coaching they need—and also make sure they have an outlet to deal with the stress that comes from being an emotional sounding board for their team. Studies show that reluctant work-from-home employees are:

• working longer hours
• feeling more stress overall
• having difficulty giving their families time and attention
• missing the relative solitude of the office environment

“You have to engage your leaders by giving them the perspectives and the tools they need to engage with their people.”

Part of that responsibility is being cognizant of behavior changes and signs of distress. “Stress manifests itself in different ways. So, as a leader, you have to stay dialed in to your people,” McColly said.

Is someone who is normally very vocal on conference calls suddenly silent? Does someone look more tired than usual, or thinner than usual, or is the normally punctual person now late to meetings—or doesn’t show up at all?

All could be signs of a bigger issue.

“You also need to find a way to take care of your managers and to give them some sort of outlets for their stress as well,” McColly said. “There is an additional toll, an additional burden on them. Listening to people’s stresses, and helping to manage people’s emotions all day, is important, but can also be exhausting.”

Give them the direction and the tools, but also give them some sort of release valve.

Find a new way to offer events and travel incentives

The more normalcy you can bring to the equation, the better.

Concur Request enables you to set compliance standards at a global level, including adding extra incentives for traveling employees.

“We’ve continued to produce our biweekly newsletter, but have altered the content to make sure that it’s relevant, tone sensitive, and that we’re amplifying our available tools and resources,” McColly said. “We’re moving our quarterly, all-hands meeting to be 100% virtual, and rethinking how we’re handling our sales incentive trips.”

The goal is not to cancel an event or program, but find a new way to reinvent it to fit within the guidelines we’re all adhering to now.

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Keep giving back—and maintaining perspective

If your organization has a culture of corporate responsibility, it’s essential to make sure you find a way your employees can keep giving back.

“Talk to organizations your company supports to learn ways you can move to virtual volunteerism, so your employees can continue to give back to their communities, even though they can’t physically go onsite.”

The act of giving is not only important to regain a sense of normalcy and purpose, but it’s also a good way for your employees to mentally step away from their own stresses for a while. Doing something good for someone else is often the greatest panacea.

Realize there is no universal solution

Managers now have an added responsibility that may not come easy. So, give them the coaching they need—and also make sure they have an outlet to deal with the stress that comes from being an emotional sounding board for their team. Studies show that reluctant work-from-home employees are:

• working longer hours
• feeling more stress overall
• having difficulty giving their families time and attention
• missing the relative solitude of the office environment

“You have to engage your leaders by giving them the perspectives and the tools they need to engage with their people,” McColly said. “Help them realize that it’s not about productivity alone but employee health and well-being. It’s about leading with empathy and extending a tremendous amount of grace—and that won’t come naturally to everyone.”

Part of that responsibility is being cognizant of behavior changes and signs of distress.

Amid an ongoing crisis, there is no business as usual, or life as usual. By recognizing that fact, you will protect your company’s most valuable asset: your team.

The act of giving is not only important to regain a sense of normalcy and purpose, but it’s also a good way for your employees to mentally step away from their own stresses for a while. Doing something good for someone else is often the greatest panacea.

Above all, do something

Amid an ongoing crisis, there is no business as usual, or life as usual. By recognizing that fact, and seeking out ways to keep your employees safe, supported, and connected, you will protect your company’s most valuable asset—and ultimately, build a stronger team.

Want more tips on employee engagement from Jenn McColly? Check out her recent LinkedIn post, Staying Ready During COVID-19.

For more information on SAP Concur, and our automated, mobile travel, expense and invoice management solutions, visit Concur.com.