Read more: 10 Questions for an HR Pandemic Plan Who returns first?
Use employee feedback as a trigger for re-exit if employees start to feel unsafe. Gather data to assess employee sentiment and comfort about returning - and continue to monitor employee engagement and comfort once they do return. If employees are unwilling or unable to return to the workplace, don’t force them. Commit to training on specific safety measures if required. Be transparent and specific about your plans so employees understand the measures and perceive them to be safe. It isn’t enough just to establish safety measures employees must actually feel safe.
Make clear what the triggers and responses will be - and predicate those plans on a continual (re)evaluation of different workplace scenarios. Employees need to feel confident that you have a plan should a new surge in coronavirus infections occur.
“As organizations try to reopen their physical locations and get back to some form of ‘normal,’ leaders have to collaborate to promote health and safety in and for the workplace.” “ It isn’t enough just to establish safety measures employees must actually feel safe ”įor the chief human resources officer (CHRO) and other HR leaders engaged in return-to-workplace decisions, the focus on employee health, welfare and safety requires flexibility and empathy - and a willingness to regroup and retrace back-to-work decisions as circumstances change.ĭownload Guide: Return-to-Workplace Playbook for HR Leaders When to return? “It’s clear that the challenge of returning to the workplace isn’t just an operations challenge it’s a human challenge,” says Caroline Walsh, VP, Team Manager, Gartner. Every organization has unique scenarios for returning employees to the workplace as the phases of the COVID-19 pandemic unfold, but HR’s role is constant: To advocate for the health and safety of employees - and, in turn, for the consumers and other stakeholders with whom they come in contact.
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