How Can Managers Support Employees During The Israel-Hamas War?

As the escalating Israeli-Palestinian crisis continues, its profound impact transcends geographical boundaries, affecting interpersonal dynamics in the workplace. Leaders shoulder the complex responsibility of managing their employees’ productivity and well-being during such distressing times. The question isn’t whether emotionally charged discussions about this global conflict will occur; it’s how to manage these conversations constructively while preserving an inclusive and psychologically safe environment for all employees.

Acknowledging our shared humanity is just the first step, while recognizing and acknowledging diverse perspectives. And yet, empathy alone isn’t enough. In these tough times, leaders can demonstrate their advanced skills in active listening and nuanced dialogue. Create a safe environment where differing viewpoints are accepted and respected. It takes practice to transform the abstract notions of empathy and compassion into concrete actions that contribute to the team’s psychological well-being.

How do you promote open dialogue without inciting conflict?

How do you acknowledge the humanity behind every pair of eyes in your meetings?

Here are some key strategies to consider.

Support For Well-Being

As a leader, your responsibility to actively support mental and emotional well-being becomes even more significant. The emotional toll of the Israeli-Palestinian crisis on employees can be substantial, especially for those with personal or cultural ties to the region and many may be grieving. But even for those who do not have links to the region, witnessing the traumatic impact of the conflict can have emotional consequences. You may see more absenteeism, less productivity, or declining work performance, which may be indicators that employees need additional support. Encouraging self-care is critical and leaders must set the tone by demonstrating how to engage in self-care effectively. This could include reducing exposure to news and social media, taking a mental health day if needed, and respecting personal boundaries. It is also important for leaders to make it clear that it’s acceptable to disengage from and take a moment for oneself when needed.

The Power Of Active Listening

The first step toward open dialogue is the willingness to truly listen. When emotions run high and personal convictions can ignite interpersonal conflict, the art of active listening is more valuable than ever. Active listening encourages employees to focus solely on the speaker without interruption, and to listen to understand. This approach encourages employees to listen deeply, creating an environment that moves beyond reactionary responses to one of genuine understanding. The goal is to listen so thoroughly that you’re absorbing not just the words but also the emotional context and underlying concerns.

Creating A Safe Space For Open Dialogue

Cultivating an environment where diverse perspectives can be shared without fear of retribution promotes inclusivity and mutual respect. Leaders should model this behavior themselves, making it clear that every voice is valuable. Leaders must act as the guardians of this safe space, taking immediate action against any harassment, intimidation, or retribution that may emerge in these potentially heated discussions, showing that disrespectful behavior is unacceptable. Set clear boundaries that permit constructive conversation while mitigating the potential for divisive debates.

Respectful Communication

Start by encouraging team members to use respectful language, steering clear of inflammatory or offensive remarks. Stress the importance of maintaining a neutral tone of voice. Make it clear that differing perspectives are not just tolerated but respected, and emphasize that critiques should focus on ideas, not individuals. As a leader, be conscious of your own body language and tone, recognizing that they send their own messages and impact how others will interpret your message. Take a moment to also observe your team’s nonverbal cues for deeper insights into their thoughts and emotions. Advocate for finding common ground to bridge differences and enhance mutual understanding. Demonstrate the use of ‘I’ statements to articulate feelings and opinions without casting judgment, and be alert to the cultural nuances in communication. If misunderstandings arise, encourage prompt and sincere apologies to de-escalate tension.

Resource Essentials

Organizations can mitigate the strain on employees’ mental and emotional well-being by leveraging existing resources or implementing new ones tailored for the current crisis. Remind employees about mental health services, such as employee assistance programs or confidential counseling services. Flexible time-off policies and well-being days can also provide much-needed breaks for emotional recovery. For those companies without these structures in place, now may be the time to consider implementing them. Additionally, consider hosting open forums facilitated by experts in conflict resolution or psychological well-being, offering a safe space for dialogue and mutual support.

During this ongoing global crisis, leaders have a unique opportunity to support a work environment that surpasses division, honors diversity, and upholds psychological safety. The approach taken now sets a precedent for navigating future global crises. By utilizing empathy, open dialogue, and appropriate resources, leaders can transform these challenges into opportunities for centering employee well-being.