Sailing Through

the Pandemic Together

A MANAGER’S GUIDEBOOK
Introduction
For a long time, managers have weathered the pandemic storm,
sailing the organisational ship as a great captain. Not only have they
stood responsible for the voyage but also guided their crew, that is,
their team members, with utmost courage.

Yet again, the pandemic storm has brewed a new uncertainty,

uncertainty that’s worse than before. However, just like every other
storm, this too shall pass and as it does, it’s time that managers learn
some new ways to support their crew.

Our ‘Sailing Through the Pandemic Together’ guidebook is

everything that managers need to help self and team members
navigate through these tough times.

Driven by various circumstances, this ultimate manual is

tailor-made by our experts as a little gesture to lighten managers’
pressure during pandemic.
 1 Divided by distance, united by uncertainty
Understanding the psychological impacts

Bon
Voyage!
2 Self care is the new empowerment
Pull the strings of self-care diary

3 Handling crisis at various levels

Offer support to your team members

4 Bracing for the COVID-19 impact

Be there for those who may be affected by the coronavirus

5 COVID-19 resources
Access self-help resources to fight the COVID-19 battle
 I feel
detached...
I’ve no motivation I feel
to get on distracted...
with that task...

Divided by distance, I’ve been

united by uncertainty I don’t
anxious lately...

feel okay...

“Where there’s unity,

there’s always victory.”
— Publilius Syrus

We are all in this together, fighting a common battle.

Managers as a part of this battle may not always be
able to look beyond the virtual boundaries. So how
can they support their team members? How do they
even know if the team has issues? Just look out for the
right signs.

Here’re some tell-tale signs you can spot and check

if a team member needs additional support.
Unless your team members are willing to share such concerns, it’s not very easy to tell if they have them. Honestly, it’s only rare that they will
proactively reach out. So what should managers do instead? Look for these signs.

Behavioural Cognitive Emotional Interpersonal

Notice if an employee has
changed over time. Some
examples could be lack of
punctuality, consistency and
inputs in work, increased
absence, delay or
reluctance from tasks.
Someone may start finding
it difficult to concentrate on
tasks as compared to their
optimum capability. They
may even find it hard to
keep a tab on work and
forget things.
You may observe a
sadness or lack of
motivation/hope in an
employee's speech/
messages. They may also
seem on edge feeling
restless or nervous.
Being withdrawn from
work or team members,
conflict with colleagues,
getting agitated/irritated
from others could also be
some signs of social
withdrawal.

While reasons that could be triggering these may vary, some of the common ones that we want managers to understand are:

Loneliness Negativity Distractions Demotivation

Lack of ability to meet Feeling uncertain. Home distractions such Fall in work-life balance,
with colleagues/peers & Thoughts of oneself or as doing daily chores/ unsuitable workload or
prolonged stay at home family getting affected devices/social media/ environment, mundane
can cause boredom by the coronavirus managing family needs routine

With such an understanding of mental health implications, managers can build a perception that along with them,
it is also their team members and every other person out there, who’s going through some challenging times.
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Self care is the
new empowerment
“You can’t really help people until
you’ve helped yourself first.”
— Juno Temple

In the process of supporting their team members,

managers may often forget to take care of
themselves. But self-care is now essential. As per
Google, ‘self-care' has been the most searched query
during COVID-19.
Pu
ll t
Psychologists say that people who look after he
St
themselves have better focus and are able to work

rin
gs
more productively. To help you practise self-care,

of
Sel
we’ve crafted a ‘self-care’ diary for you.

f-ca
re
Exercise regularly
In and out of several meetings, being plugged
into laptops for hours, it’s common for managers
to feel tired and lose focus.
Psychologists recommend exercising 4-5 days a
week and 30-40 mins a day. During exercise,
happiness hormones are released which triggers
feelings of positivity.
Practise yoga by joining an online class or
installing an app that you like
Walk and get a change of scenery even if
it’s to your kitchen and back
Groove to your favourite music with some
dance moves
Stretch those muscles or try skipping
a rope
Have meals on time
Grabbing a meal at 4 PM or only when work
permits isn’t ideal. As managers, you need that
energy to get things going smoothly.
Experts say that missing a meal can alter blood
sugar levels in the system and can disturb mood
which can lead to unpleasant social interactions
and work output.
Keep the team informed of your meal time
by marking your calendar
Organise frequent lunches virtually for
some team bonding
If living with family, plan to have your meals
with them
If you cook your own meals, utilize breaks
to prepare
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Have a healthy sleep schedule
Honestly, this may be the only time that you may
want to utilize to wrap up team requirements,
catch up on social media but this is when you
need to rest.
Sleeping for 7-8 hours a day keeps your cognitive
functions intact, helps with better problem
solving, improves productivity and focus.
Take mindful breaks
Easier said than done but you’ve got to take small
breaks in between tasks. It’s okay to mark your
calendar for 15 minutes as break time so that the
team is aware. Set alarms if it helps.
Next, make a list of things to do during breaks. It
can be as simple as reading 3 pages of a book,
checking on family, doing dishes or watching a
funny cat video. Such breaks can help one have a
clearer mind, boost concentration, and
re-energize.

Avoid day-time naps so you can sleep on Follow the 4-2-1 rule to take breaks and make
time at night time for yourself:

Avoid using gadgets right before hitting

the sack
4 times a week 2 times a 1 time in a
Avoid consuming caffeine 4 to 5 hours for 15-20 min month for month for
before bedtime 1-2 hours 2-4 hours

Read a book, listen to a podcast, or listen to

relaxing music.

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Let those feelings out
As a good manager that you’re, you may want to go
that extra mile to support your team or empathize
with them which is absolutely essential but do keep
your emotions in check by maintaining a journal or Relax. You need it
gratitude diary. As the ship’s captain, trying to help the team sail
through the current crisis, it’s important to realise
Experts say that recording our feelings helps us track that caregivers need to relax too. When feeling
our emotions better, notice people or places that are anxious, practise mindfulness and try to stay in
triggers, and have a positive outlook by being the present moment.
grateful to those around us.
Ground yourself:
Write down about your feelings, mood or day
Breath slowly from your core
Release negative emotions like fear, worry
or anger Grab something comfortable

Write down about things that make you happy Call a friend/family member

List things you are grateful to Move and change your position

Jot down everything you’d do when things Listen to music or look outside for a change
get better
Read/watch something fun
List your strengths and reflect on your entries
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Handling crisis
at various levels

“The secret of crisis management

is not good vs. bad. It’s preventing
the bad from getting worse.”
— Andy Gilman

Managers are impacted by the crisis too which can

only leave them confused and guilty - Am I doing
enough for my team? How much caring is okay before
I’m taken for granted? How should I handle my team
when affected by the crisis and create a trusting
relationship?

However, as managers, you’re not alone. Let's look at

the best practices experts have for handling crises.
Understand team’s state of mind
Set up one-on-one meetings with each team member and
check-in with them (other than regular team meetings).
You can set some time every week to ask about concerns,
apprehensions, etc. As per Experts, this time window can
also help you check if there are any stress signs.
Offer support
If any team member expresses hardship, remember the Be transparent about the organisation's operations,
H.E.A.R.T. rule: safety guidelines and measures. Provide your team with
authentic and reliable information with regard to
Hear what they’re saying without interrupting or COVID-19. Make policy level changes such as leaves,
expressing judgment work flexibility and deadlines. Initiate crisis intervention
support systems/groups. For end-to-end employee
Empathize in a way that feels genuine to you assistance, you can also liaison with emotional wellness
organisations.
Apologize for the situation and acknowledge it's
difficult Keep a tab on team members:

Respond to the best of your ability and reach out Check for any emotional changes in your
for help when necessary team members

Thank them for sharing their concern Look for changes in behavioural patterns or work
productivity

Hold ‘work in progress’ meetings

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 Establish empathy
Research says that empathy is a great way to build stronger
relationships and also promotes good health and lowers
stress. As someone who genuinely cares about the team, you
may find some team members who may need additional
support. With ‘empathy’ - an ability to understand others’
emotions by feeling with them rather than feeling sorry for
them, this is possible.

Monitor how people are doing (S.A.V.E. rule):

Appreciate their commitment
Research says that a little recognition can provide a big
Support (”I’m here for you”)
morale boost and given the current times, expressing
gratitude can be a good emotion to sustain positivity
Acknowledge (”I imagine that you’re worried
among the team.
about your safety”)

So whenever you notice a job is done well or an effort worth

Validate (”Anyone in your shoes would feel that way”)
noting, go ahead and appreciate it.
Emotion Naming (”You seem <insert emotion>”)
Giving shout-outs on internal groups or emails

Encouraging team members to appreciate each other

by sharing gifs/cards online

Use recognition apps/platforms like Kudos Points or

social media channels

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 Exercise group
Some work out or yoga postures can be taught and others
can follow

Gratitude group
A positive session to express gratitude to colleagues, friends
and family

Music group
Music lovers can share their favourite songs. A guitarist would
be a plus.
Keep the team spirit alive
Given the ritualistic remote work routine, team motivation Tea time group
can often take a back seat. Experts suggest this - Unwind Team members can join this with their coffee or tea mugs and
and catch up together virtually. Studies have shown that chat over joy
such team interaction is a great stress reliever. Other fun
ways include asking team members to share a photo of Online games group
the desk or a picture of their plants or book. Create rooms to play online games such as Skribbl or share
puzzles/quizzes
One way is to create wellness groups:
Dance group
This group can float like a butterfly and show their best moves
1. Roll out a form for team members to volunteer as
to a song.
group leaders
Birthday group
2. Elect a pair of team members and ask them to Celebrate birthdays virtually. Put up fun backgrounds, bring
organise weekly sessions your pets/family.

3. Other team members can join groups of their Movie group

choice and receive session invites. Don’t forget to Decide on a movie or series, for that matter, and stream it
join each yourself. through someone’s screen.
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 I’ve tested positive
for Coronavirus.
Bracing for the
COVID-19 impact
“Those who are best prepared
can best serve in their moment
of inspiration.”
— Samuel Taylor Coleridge

This could be complex. It is likely that managers will

have an employee tell them that they or someone in
their family have tested positive for Covid-19. Not only
does the moment call for sensitivity, but it also
requires you to act quickly as a manager.

These tips can help you extend your support in such

situations and plan your course of action.
How to support a team member
who has tested COVID positive

Check on them Share authentic information Assign a buddy Be Their Support Pillar
• Are they safe? • Ask them to suspend/reduce • Assign a team • Include them in all the
• Are they alone or exposure to negative news & member to connect fun activities initiated by
with family? social media with them regularly the team

• Is there someone to • These can be sources of • This buddy system will • Speak to their family
take care of them? misleading or unauthentic help the employee to members
information connect and share • Connect them to an
• Is medical support apprehensions etc. and
available? • Create a common online emotional wellness
group to share authentic also to share the work coach if required
• Have they consulted a information if required
doctor & followed • Address concerns that
medical advice? they may have

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How to support a team member
whose family has tested COVID positive
Connect one-on-one
• Keep in touch with them and set up
regular calls to check on how they
and their family is doing
• This will help to alleviate the tension
and anxiety
• Share authentic information
• Ask to reduce social media usage
Encourage calmness
• Ask them to engage in relaxation
exercises such as 4-7-8 breathing or
mindful practices by suggesting apps
such as Headspace
• Connect them to an Expert as they
can address emotional concerns
in time
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How to support a team member
who has lost a family member

Offer support Practice and preach Journaling Enaging in self-care

• Help them observe self compassion • Encourage them to • Ask them to exercise,
and name their feelings • Most people may have journal down their sleep for 7-8 hours, have
• As those grieving have feelings of guilt that they thoughts, emotions meals on time and talk
a tendency to deny could have done more to and feelings on a to others when needed
real emotions, this will help the deceased or that regular basis before • If need be, encourage/
help to acknowledge it's their mistake going to bed refer them for seeking
the distress and will • Tell them that they are a • This will help with additional support from
accelerate acceptance normal human being and acknowledgement a professional
• Encourage to start they have done their best and acceptance
talking or writing about • While supporting them, tell
their feelings this to yourself too

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5. COVID-19 resources: Learn from the Experts
While you continue to be the guiding light for your team, we want to be yours. Our battle against COVID-19 isn’t easy but we’re in this
together and we shall win it over. In the meantime, it’s crucial that you adopt best practices to make through the pandemic:

Let's fight the COVID-19 battle Manage your team

Motivating your team
A pool of self-awareness and Learn to manage your team
Learn to keep your
self-help resources to fight remotely and help them set
team motivated
COVID-19 these times the agenda for their work day

Practise self-care Help yourself Help others

Learn to take care of your Learn to fight the coronavirus Learn to respond and provide
own emotional health blues and more support to individuals during a crisis

Relax Keep a check on your emotions

Burnout Test
A medley of relaxation techniques Check how much pressure is too
Check if you’re at the
suggested by Experts to much and seek Expert guidance to
risk of burnout
infuse calmness become a better you

...and many more

 Let's Sail Through This Together!
If you are a corporate or a consortium of entrepreneurs who want to take care
of your community, you can reach out to us at: corporate@yourdost.com

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