3 Ways Emotional Intelligence Will Help You Navigate this Next Phase of the Pandemic Workplace

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By Annika Lofstrand, Partner, Leda HR

Fall always feels like the unofficial start to the year. Back to school and back to work after summer vacations. Over the summer, many of us were thinking about – and hoping for - what a new normal could look like in terms of work. We would all be back in our offices and the pandemic would be in the past for the most part, right? 

Wrong.

When I started to write this post a couple of weeks ago, I thought there would be more certainty about what the final few months of 2021 would hold – more familiar ways of working and being. It ends up that’s not the case at all! Some provinces are slowing down the phased re-opening process and some have reinstated mask mandates and are about to implement vaccine passports. 

It’s a lot to consider for managers, human resources professionals, and employees. It’s also emotionally charged.

In our work as equity, diversity, and inclusion (EDI) consultants, my consulting partner Kristin Bower and I hear from managers and employees about how difficult it has been to navigate the high level of uncertainty and knowing there is more to come. Leaders are trying to plan and understandably are finding it hard. These plans vary from flexible to mandating a one-size-fits-all approach (which only ever fits some!).

What we know to be true from our years working to help create inclusive, equitable and welcoming workplaces is this: flexibility, agility, and listening to your employees will help you to continue to navigate through what feels like never-ending change. 

Lean into the discomfort that comes with ambiguity and resist the temptation to get back to “business as usual.” Don’t focus too much on the logistics or details of this next phase of uncertainty. Focus more on listening than telling and - as much as possible – acknowledge that employees are also struggling. 

It’s all about EQ

You may have heard about how many employees are re-evaluating their relationships with their employers and how they feel about a return to work. It’s a new phenomenon that has been named “The Great Resignation.” This is a risk for employers. A big one. You can mitigate this risk by drawing on your emotional intelligence skills: curiosity, compassion, authenticity, and appreciation for the ways individuals cope with change. If there was ever a time for empathetic and inclusive leadership, this is it!

Here are three ideas to add to your inclusive leadership toolkit:

  1. Ask for feedback – now and as employees continue to navigate change. Lead with curiosity and empathy to ensure your employees feel seen and heard. It’s ok if you don’t have all the answers! Encourage questions and commit to doing your best. Seek feedback to build trust and co-create solutions to challenges. Pay particular attention to marginalized groups to ensure you understand their needs and are flexible where you can and need to be. 

  2. Take an employee-centric approach to new ways of working. Consider the impact of blanket statements about who you expect to be on-site or in person and by when. Employees are less inclined to respond positively to this kind of rigidity. Flexibility has the added benefits of accommodating diversity and building employee engagement and loyalty. There’s a balance between setting expectations and meeting people where they are at that we think (actually, that we know!) can be best achieved with a people-centered approach.

  3. Move forward together. Leading and making decisions in times of great uncertainty is hard! We are all adapting personally and professionally and know that more change is coming. Look for lessons learned over the past 18 months and proactively ask about what your “unknowns” about your team might be (like child or elder care, personal health and safety, and overall wellbeing). We encourage adopting and role modeling a growth mindset, prioritizing workplace culture, and navigating changes together.  

As we all continue to wade through the uncertainty and constant change, consider the words of Simon Sinek, “Leadership is not about being in charge – it’s about taking care of those within your charge.”


Leda HR is an equity, diversity, and inclusion (EDI) consulting practice located on the traditional unceded territory of the Coast Salish Peoples.We help organizations to disrupt and evolve processes and practices to create equitable, people centered workplaces through EDI Audits and workshops, executive leadership coaching, and employee resource groups. Reach out to us today – we would love to help you on your journey!

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