Back to Work: Business Not as Usual, Employees Not as Usual

By: Debi Lusk, HR Business Partner

Here we are, those of us in the business and HR world, either 1.) getting our employees back to work; or, as an essential business, 2.) keeping the employee working. We are here to share a thought which is relevant to both and that is the “people” relationship.

It is one thing to establish a plan to return to work and there is another that relates to both, which is:  keeping the employee working beyond just coming to work but rather employees sustaining their health by working.

So, my colleague, Katie Cummins, posted on our HRBOOST® website a webinar titled:  Back to Work. Business Not as Usual; leading me to this blog:  Employees Not as Usual Either. 

First, let’s address Getting our Employees Back to Work when work hasn’t been the usual.

We are inundated with information whether it is government websites or focused webinars or virtual live meetings with tips, suggestions, and requirements.  All of these are important to read, review, listen, and participate in.  Including our very own.

Don’t overlook these to develop a customized, document that works for you, your business and one that is relevant to your employees.  I urge readers, don’t pull from a website and post without the document speaking to your employees.  The effort you put into the action will speak volumes to employees.  The information will reflect that you are taking these actions with thought and reverence and that will go a long way with employees.

When the return occurs and if the return has already happened:  Business Is Not as Usual.  Employees are likely standing in lines, getting a temperature, being asked questions about their exposure, cleaning their desks, cleaning the common areas, eating apart from one another, working rotating shifts; receiving different wages, attending distant meetings, and, in some cases, being asked to go home.

All the above mentioned; and, I’m sure there is more is NOT business as usual.

Second, I want us to consider focusing on the individuals/employees to stimulate our thinking and the great realization that employees may not be as usual either.

Let’s first look at some commonly defined work characteristics – in the context of what does work offer: a.) fulfillment, b.) economic solution, c.) social connection.

The last months of our life, for many, have not allowed any fulfillment, e.g., no commentary or sense of job well done; economic solution e.g. no wages and/or limited wages; and, social connection e.g. no and/or limited communication with our fellow workers.

The national crisis of the COVID-19 has not kept the employee working.  It is not realistic to think that if anyone of the aforementioned work expectations are missing in our “work life” will not have an effect on the worker, then we will miss completely the overarching foundation of this blog that Employees May Not Be as Usual.

How do we do to PREPARE?

Recognize employees’ potential behaviors upon return.

Employee behavior.  Expect changes that may include more anxiety (fear of COVID-19 and family worry, including safe childcare); lower performance (lower concentration and missed deadlines); apathy and/or job dissatisfaction (occupational achievement less importance).

Establish communication channels to build upon normalcy.

Communication.  You, the employer, cannot offer enough of it.  Establish a frequent, ongoing communication channel that addresses the top 2 – 3 topics:

1.) frequent reminders of what is being done to ensure the work is safe.

2.) current business win/program/strategy/financials, i.e., anything to ensure the workers gains confidence and returns to the mindset of we are in business; and,

3.) pulse points – reach out to the employees randomly and/or in a rotation strategy and ask:  1.) How are you feeling today?  2.) What can you continue to do enhance and/or change what you are feeling today; and, 3.) What can I do to help you?

Appreciate the realization that employees are not the usual.  They have (if essential) been working under high levels of stress and worry; and, if not working, they have been away from others on a regular basis and likely fraught with economic worries and high levels of stress as well.

As you establish all of the safety protocols around returning to work including the instrumental tools to formalize these protocols, remember to expect employees’ changes in work behavior; and, strengthen your relationship through relevant, truthful information and building upon employees’ needs.

Grasp what the employees are thinking/considering and customize a response to your employees return to work that will sustain your work environment.

My best to all as we return to work!

Remember I am here for you as is all the HRBOOST® team.