5 ways to support our team during challenging times

This post is written by Shabana Ansari, Research Manager, Immigration and Refugee Board (IRB) of Canada.

The problem: Having conversations at work about human suffering during conflict and displacement can feel difficult.

Why it matters: However, we must address what is going on not only because our silence may be perceived as apathy by those affected, but also because it is the right thing to do.

The solution: It is important to build and sustain a work environment that is healthy and supports everyone’s well-being, especially during times of strife.

(Note: I acknowledge my privilege as a non-disabled, neurotypical person and realise that the approach outlined in the article may not work for everyone, especially for those who may be disabled, neurodivergent, or struggling with issues I know nothing about.)

With everything going on in the world right now – war, terrorism, political tension – it is important to prioritize the well-being of our team. If you're looking to hold space for colleagues who may be processing feelings of despair, grief and trauma, please know that you're not alone.

Here are some things we can do – collectively and individually – to create and maintain a supportive work environment, especially during these times of apprehension and anxiety:

1. Acknowledge what is going on

It's tempting, and often easier, to avoid talking about the state our world is in right now. But it's important to acknowledge what's going on and check in with coworkers, especially if they belong to communities that have family and friends in the affected regions.

2. Keep it simple

Finding the right thing to say when everyone is struggling, one way or another, is hard. We don't want to unwittingly give offence, come across as insensitive or add to the pain everyone is already feeling.

On the other hand, not acknowledging the distress and suffering that our colleagues may be going through doesn't feel right either. So, keeping it simple by focusing on emotional and physical safety and listening actively is a good initial step.

3. Know when to step back

It’s important to remember that while some folks may want to talk about their situation and how they’re coping, others may want time and space to deal with their feelings. What we can do in this situation is be kind (to others as well as to ourselves!) and respect everyone's unique needs.

Sometimes, just demonstrating that we’re there – to talk, listen and support – when needed can make a big difference to someone who is struggling.

4. Be compassionate and flexible

Consider trying to reassess and lighten the workload by rescheduling projects and deadlines or offering some time off during the day to those who need it for making calls to family and friends or to simply take care of themselves.

Being a kind leader not only creates goodwill and encourages others to act compassionately but also fosters strong and healthy work relationships.

5. Think long-term

What we do and say right now will play a big role in how employees perceive our leadership style and organizational culture. By supporting our team as best as we can, we demonstrate that we care about building and sustaining a psychologically safe workplace – which in turn ensures that employees feel valued and well taken care of.

What are your strategies for supporting your team during these difficult and uncertain times? Also, how are you taking care of yourself?