An opportunity to reflect upon how we support colleagues and employees in our organisations.
Not everything is in our control.
We hope you are having a positive start to 2025. It certainly got off to a chilling start! We have already seen chaos to many across the UK as we battle freezing temperatures, snow, storms, and flooding. This not only impacts us as individuals, but also as businesses. How we manage and react to events such as these can have a huge impact on the culture and wellbeing within our organisations.
Personally, I have heard recent stories of people struggling to get into work so as not to upset a new boss, or because they had a meeting they couldn’t miss or employers demanding staff come into the office when roads are blocked and public transport is not running.
With many schools being closed, the impact on working parents has also compounded – demanding they juggle work commitments with childcare. In other cases, people have had to struggle with icy roads and increased traffic when getting to work, adding to the stress they feel. This is before you read the saddening stories of those whose houses and businesses are flooding, and the damage caused by the storms.
On the flipside, I have also heard positive stories of employers offering enhanced working from home arrangements and flexitime. Colleagues have been checking in on one another or going out of their way to offer lifts to help out with the commutes.
The wellbeing of your employees requires understanding and compassion at all times, especially when things happen outside of their control. Employees certainly cannot control the weather; parents cannot control if their children’s schools close; workers cannot control if the trains/buses are operating, and they certainly shouldn’t be expected to endanger themselves driving in treacherous conditions.
But as employers and employees, we DO have the opportunity to reduce the stress and support our colleagues as best we can. It may be ensuring that direct reports are given the opportunity to be flexible in their working hours to allow for childcare or other caring responsibilities; or even just to ensure they are not driving/travelling in the dark. Working from home arrangements could be implemented where they are able to. Even just ensuring you offer a cup of tea and a friendly ear in the office so people destress after a difficult journey.
I hope this is an opportunity for many to reflect on how they have supported others in their own organisation. Perhaps a chance to collect some feedback on how things have been handled and how the situation has made people feel? What kind of culture does your workplace have -is it one of fear of reprisals due to situations out of individuals’ control, or one of support and understanding? How could you further ensure and support the wellbeing of your employees and colleagues during the extreme winter weather or more generally in these dark, cold months. Are your workers safe coming into the office and getting home?
If you would like to find out about the AAL People, Culture and Wellbeing Charter or Quality Mark, please do get in touch. We have our wellbeing CPD sessions now available from March. We hope you are all keeping warm and staying safe and wish you all a wonderful 2025.
Sarah Greenway
Quality & Sustainability Director
January 2025
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