Compassion in Crazy Ass Times

Feb 2

It feels important to acknowledge the chaos that is… [gestures broadly around everywhere].

It’s impacting our country, our friends and family and ourselves on many levels. For many, it seems impossible to show up to the day to day as if nothing is happening.

I’m not going to claim to have all the answers to this one; these are truly unprecedented times. As played out as that phrase feels, it’s true and it's been true for an exhausting amount of time. Which has to be taking its own toll on our psyche, on top of the individual events that we are all navigating in real time for the first time.

The people we employ are human. Sounds obvious, but I think sometimes we forget. They have a broad range of emotions, connections to people, places and things beyond the workplace, and while they likely spend a majority of their time at work, it is not their life. We need to remember this always, but especially in times of tragedy, like we are experiencing in this country, in this world lately.

One thing that helped me. I had a manager that understood. Once upon a time, I had the distinct pleasure of working directly with Hilary Power. I was working in HR at the time, and she taught me how to insert the phrase “how are we advocating for our people” into just about any conversation. And she practiced what she preached. As a Junior to Mid level employee, she gave me five ‘anything days’ where I could lean on her to cover my workload no questions asked. She asked the same of me. Raining on a Monday? Hungover? Family Drama? Political Chaos? Take the day. No questions asked.

This started with compassion. It grew with trust. However, it didn’t give me an “out.” It made me a more motivated employee. I wanted to be there for the big presentations, the new client meeting, the big moments for one of our accounts. It made me feel valued. However, it let me acknowledge when I was too distracted to do good work. When I couldn’t show up for the team in a way that would be beneficial, I didn’t have to. And that was a game changer for me and my mental health.

This came from the idea of “Duvet Days” at August One Communications which has caught on at companies such as Google and Meta.

Key Aspects of Duvet Days*:

Purpose: To tackle burnout, stress, or to simply take a day for mental health, allowing employees to recuperate.
No Notice: Unlike traditional annual leave, these can be taken at short notice (often just a call-in that morning).
Distinction: They are different from sick days, as the employee is not necessarily ill, but rather in need of a mental break.
Usage: They are typically used for relaxation, such as sleeping in, watching TV, or resting.

Employer Benefits*:

Reduced Absenteeism: Offering them can reduce "fake" sick days
Improved Retention: Acts as a, sought-after, modern perk to attract and retain staff.
Wellbeing: Supports a healthier, more productive, and less stressed workforce.

Is this “one size fits all”? No, unfortunately nothing is. But if you lead with compassion, and have trust in your team, you’ll find a solution that’s right for you.

Need help approaching burn out, retention, well being? Let’s chat.

*Sources:

https://www.theholidaytracker.co.uk/blog/duvet-days/

https://brynq.com/es/glossary/duvet-days#:~:text=2.,workforce%20in%20the%20long%20run.