A Silver Lining of the Pandemic

Employers recognize the value of the “whole employee”

Studies have emerged over the past two years examining possible positive outcomes from the pandemic. 73% of more than 9,300 people reported at least one unexpected silver lining in the pandemic, according to a Pew Research survey.

For companies, one silver lining has been the humanization of the workforce.

Companies are now having more holistic conversations that cover the many aspects of employees’ personal lives, including family, leisure, health, mental, spiritual, and emotional aspects of well-being. When so many employees are struggling at once, even the most transactional leaders who see employees as ‘resources’ or ‘tools,’ recognize that for people to be and do their best, they must be well on all fronts,” says Donna Kimmel, Chief People Officer at Citrix.

"From a personal standpoint, the breaking down of the barrier between work life and home life has been positive in my eyes and will have lasting effects," said Matt Erhard, managing partner with the recruiting firm Summit Search Group in Winnipeg, Manitoba, Canada. 

Erhard said he's recently found himself checking his staff's physical, mental and emotional health and receiving more open and honest answers. "Now it's easier to know how to make the workplace more comfortable and give employees a better work-and-life balance," he said. "I imagine many managers are seeing the same, and I believe that will linger after the pandemic."

The pandemic has shone a light on the complexity of humanity. There are so many aspects of our lives that contribute to our overall well-being, whether that’s financial stability, mindfulness, feeling a sense of purpose from your work, the flexibility at work to juggling family responsibilities, or the option to work remotely, These profoundly personal factors and fixed traits such as age, ethnicity, and gender identity can affect overall engagement as much as the work-only factors. Because of this, a whole-person approach to well-being is needed now more than ever.

Professor Scott Behson wrote The Whole-Person Workplace to help employers develop ways to support employees with their work-life issues, including job flexibility, remote work, parental leave, child care, wellness programs, educational benefits, support for volunteerism, compensation, and benefits, and workplace culture.

Behson credits his concept for the book to an HR Executive he was interviewing.  In essence, the executive said that when an employee is hired, companies get the whole person – their backs, their minds, and their hearts. Employees are all at different places in their lives. Companies need to do their best to take care of them, and as a result, the company and the employee will succeed.

In the book, The Spirit to Serve: Marriott’s Way, J.W. Marriott states that his father, Bill Marriott, cared for his employees.  Bill Marriott felt very strongly that the concerns and the problems of the people who worked for him were worth listening to and making provisions for by addressing them.

Marriott continues Bill Marriott’s management style of understanding the value of people as people. The company recognizes that from time to time, employees have real issues not only at work but outside of work. The company also recognizes that when employees know that their problems will be taken seriously and that their ideas and insights matter, they are more comfortable and confident.  In turn, they are better equipped to meet their job responsibilities and deliver their best both on the job and to the customer.

Marriott offers support systems to let employees know that there are resources for the employee to access when needed. The human touch goes a long way when employees feel overwhelmed with personal issues, whether finding a babysitter, getting to work because of car trouble, needing legal help, or granting an employee leave. Special circumstances require the resources and the flexibility to address an employee’s issues.

Elena Anderson, the co-founder of At Ease Solutions, LLC, a global HR consulting firm, recognizes the value of Marriott and Behson’s “whole person” employee engagement.

In a recent ERC webinar, Resilience: The Art of Recovery, she stated that Global Mobility has taken on a strategic and consultative role with employees.  Companies are increasingly having a participatory conversation with employees about work-related issues, including relocation assignments. Companies are more apt to offer additional support, provide options, and incorporate employee preferences in discussions.

“ When we only think of an employee as headcount or in terms of a job to fill, we miss out on the employee’s full potential.  However, when we look at an employee as a full multi-faceted human being, we find out what motivates and inspires them and ultimately their true value,” Elena said.

Other advantages to acknowledging employees as multi-faceted whole human beings include:

• Increased productivity
• Fewer instances of sickness and absenteeism
• A less stressed workforce
• Employees feeling valued and that their personal and family life is important
• Improvements in employee mental health and well-being
• A more engaged workforce
• A more flexible workforce
• Greater employee loyalty, commitment, and motivation
• Less turnover, thereby minimizing recruitment costs
• An Increase in competitiveness and productivity
• Improved customer service
• The ability to attract top talent

The pandemic has pushed employers to include personal and external factors when considering what matters for their organizations. Employers may tap into vast talent resources by supporting the complete employee and thereby expanding the employee experience.