Though Vietnam businesses might appear as though they have gone back to “normal”, organizations must prepare for a workforce that looks drastically different.

In April 2020, over 1,500 businesses dissolved and 5,088 businesses suspended operations in Ho Chi Minh City, alone. Business Insider wrote that we are in a “volatile economy” because of the coronavirus.

If we have learned anything from the first few months of 2020, it is that our workforce is everything. We need our people. So how do we instill a sense of confidence, or create an environment of trust that we will emerge better and stronger because of these circumstances?

As your business returns to normal, consider how your organization has responded to the pandemic and conduct intake of business and communication “risk factors.”

With businesses focused on maximizing outputs, there must also be an acute awareness of internal risk factors that could topple during times of uncertainty.

As your organization recovers from this health crisis, be sure you do not abandon certain key aspects of effective communication, such as transparency from upper management, trust between colleagues, and a safe space to communicate challenges and frustrations.

Leading by example

Transparency is more fundamental now than ever. This is not the time to have conversations behind closed doors. If you are a manager, director, or CEO, it is your responsibility to lead by example.

If you understand how your organization will change because of the pandemic, share that with your staff. Let them know what changes will take place regarding your expectations, their job responsibilities, and the quality of business.

Will revenue be lower this quarter? Will it possible that long-standing partnerships suddenly disappear? These are normal and very real possibilities that are affecting all industries, and you must communicate with clarity and sensitivity.

It is important, during this time, to be honest about the state of the business and where the organization will go.

Tip to facilitate transparency:

• Keep an “open-door policy” where you make yourself available, as a leader, to listen and receive constructive employee feedback.
• At the end of the month, communicate ideas shared with you throughout the organization by having all-staff meetings, where everyone is present.
• Continuously ensure communication between all parties and allow people to collaborate on solutions.

Building trust and creating a safe space

Without transparency, there is no trust. And without trust, leaders risk losing employees because of anxiety and the fear of job uncertainty.

Demonstrating to your employees that you genuinely care about their wellbeing as individuals, and the families they support is crucial.

It is likely that some of your employees were forced to shelter-in-place in their buildings. They may have even gone to a quarantine facility to contain the spread of the virus.

While these were necessary preventative measures, the experience of this pandemic has lasting effects for individuals.

And remember, every individual employee is unique. How one person copes with a stressful or disruptive situation might differ from how another person would handle it. As a leader, show your commitment to fostering a culture of trust and communication where diverse voices are heard.

Tip for leaders during this time:

• Make time to have important conversations with your employees and colleagues and ask them how their families are doing. If you have many working parents in your organization, their children have likely been out of school for months.

• Share your challenges and your frustrations, and let your colleagues know that you are available to listen to their experiences, too.

Even if you are not the CEO or a manager, you are still responsible for contributing to an environment of trust where people feel safe to share how they are doing, authentically.

The country cannot recover without commitment and support from the collective. The same goes for your business.

Overcoming Anxiety

Anxiety and uncertainty are always a possibility, even without a global pandemic. In 2018, it was estimated that three million Vietnamese youth suffered from mental health problems, according to a Vietnam News article.
While there are fewer available studies on workplace mental health specific to Vietnam, other countries have found that the cost of mental health can have detrimental effects on both employees’ wellbeing and the business.

For example, according to Forbes Magazine, mental health problems in the workplace accounted for 91 million lost working days and cost the economy approximately £70 billion annually, in the United Kingdom, showing a link between wellbeing and productivity.

By prioritizing the mental wellbeing of your employees, always, regardless of global circumstances or health crises, you ensure that workers feel supported during times of higher stress.

You will be more prepared to mitigate the potential economic costs of productivity loss and turnover that could occur because of unhealthy working conditions.

Tip for supporting mental health in the workplace:

• Encourage employees to develop healthy stress management habits, such as starting a mindfulness, meditation, or exercise outdoor.

• Consider learning more about how to help your employees manage their stress through coaching or training if you are not sure how to talk about mental health or wellbeing in the workplace.

Remain committed to growth

If you are a business leader, your employees are looking to you for guidance. The most important thing that you can do right now is to understand your impact and commit to your growth.

As you take steps to facilitate continuous communication and transparency throughout your workplace, be willing to take risks, and make mistakes. Encourage your employees to do the same within their teams.

Everyone, all industries, all businesses, must adapt to this time so that organizations emerge stronger.