In How to Manage After the Events in Charlottesville, I talked about what organizations need to be prepared to do from a policy enforcement standpoint should something like those events happen involving employees in your workplace.
But what about the hurtful and horrible feelings floating around and lingering?
It is hard to watch the news coverage and images surrounding these events without feeling heavy. It is hard not to form opinions about the state of our country and our world based on this. It is hard not to think how you can get involved and make a difference. It is hard not to worry for your friends and family and community, wondering if your town or someone you care about could be next.
It is hard to focus and feel positive. It is hard to turn all that off and work like none of it is happening.
So if it is hard for you, it is hard for the people who work with you too.
Look around you and know that everyone is more than likely feeling some of the same feelings of anger and frustration and helplessness and hopelessness that you are feeling.
What are you doing about it?
Most employers don’t know what to do … so they do nothing.
If you’re wanting to walk the talk on diversity, inclusion and equal opportunity, this approach isn’t going to cut it.
You need to do more. You need to do different. You need to do better.
Don’t know where to start? Consider these:
We spend half of our waking hours at work. Expecting people to suppress their emotions and thoughts from outside influences during that time is unrealistic. Whether you want it or not, your employees are talking about their feelings with each other. Look for ways to support them in their coping and healing.
Acknowledge their pain. Help them heal.