COVID Vaccination Mandates: 3 Tactics for Difficult Conversations with Employees

In the latest HR updates, and possibly the most challenging of the pandemic, many employers are preparing to comply with the COVID vaccination mandates. Employers across all industries will be required to create employee policies and implement new systems to ensure HR compliance with these vaccination and COVID testing rules and regulations. The struggle may be twofold for employers: they don’t just need to prepare for HR and compliance challenges. They must also prepare for the difficult conversations they’ll have with employees. MP’S HR services experts and Taryn Abrahams of Empower Behavioral Services share three tips for approaching difficult conversations about the COVID vaccine mandates.

3 Tips for Difficult Conversations About COVID Vaccine Mandates

1. Offer empathy:

Managers and HR departments will reduce employee pushback on COVID vaccine mandates if they approach difficult conversations with compassion. Empathy will require conducting conversations without judgmental language (even if the employee says something blatantly incorrect or irrational). Employers should ensure the employee feels supported, even if the organization can’t offer everything they’re requesting. It will be impactful for managers to assure the employee that they’ll be searching for a solution that meets their needs or request as much as possible. Employers must comply with the vaccine mandates, but they can still make the employee feel they’re a priority in the equation. Employees are organizations’ most valuable assets, so they should feel this way. 

2. Let the employee know they’re heard:

Managers and HR leaders will reduce employees’ emotional responses by taking steps to ensure they feel heard. They can do this by:

• Repeating what the employee has said
• Saying “I understand that you feel….”
• Stating, “Thank you for sharing how you feel.”
• Asking if the employee wants to clarify their position further.

3. Create a feeling of psychological safety:

Employees will be more open and flexible if they feel psychologically safe. Employers and managers should let the employee know their conversations will be kept private and that they can be honest. The employee shouldn’t be afraid to voice their concerns or of being judged. If they feel comfortable bringing their authentic selves to the conversation, employees will likely be more flexible and willing to compromise if needed.