Prepare your people for the return to work-mentally and physically Kate Lister, President, Global Workplace Analytics, Why The Future of Work is WFH “I think the return to the workplace is going to be pretty jarring, just because of the way we’re going to have to return.” COO of BeyondHQ, Jeffrey Goldman, even suggests that having an ongoing, transparent dialogue with your employees can be a great way to gather strategies and guidelines that work well for your people. One-on-one meetings and pulse check surveys are a great way to gather feedback on your COVID-19 workplace strategies, and assess how your people are faring. Slack, email, and internal wikis are a great place to disseminate and store workplace documentation. Make sure your guidelines are easily accessible. Add COVID-19 safety measures to your floor planĪdding directional arrows, maximum room capacity, and the location of hand sanitizer and cleaning supplies to your floor plan is another opportunity to communicate your commitment to employee health and safety. Create a schedule of virtual meetings to ensure everyone is being looped in on updates, expectations, and next steps. Send frequent communicationsĬOVID-19 guidelines are changing frequently, so make sure you provide updates on a regular basis. Help your people stay safe, calm, and informed by using every opportunity to communicate your COVID-19 safety measures. Now more than ever, employees want to be part of the discussion. Overcommunicate your COVID-19 safety measures If you return employees to the office in shifts, remember to test and adapt your strategy as COVID-19 guidelines evolve. The One Week On, One Week Off Schedule: employees WFH one week, then WFO the next.The 50/50 Schedule: employees alternate between the office and WFH, one day on, one day off.The 10-4 Strategy : returning people to the workplace in a “10 days at home, 4 days at the office”.Some of the scheduling strategies we’ve seen for bringing people back to the office include: They also scheduled a company-wide day off to give employees time to take care of themselves.īook now Create a shift-based schedule that suits your company culture-not some other company’s cultureĪ common return to work strategy that’s emerging is the idea of bringing people back to the office in shifts. Actively encourage paid time off (PTO)ĭropbox was quick to encourage the use of PTO. Treat each employee with empathy and give employees the option to continue to work remotely if they want to, no matter their reasoning. While Facebook, Twitter, Square, and Microsoft are keeping their physical facilities open and operational, they’re also embracing remote work flexibility for employees.Įven if you can’t offer WFH as a long-term solution for your people, remember that not all employees will be ready to work in the office once it’s permitted to do so, for a variety of reasons. Allow employees to choose WFH if they want Here are some of the policies companies are introducing to help their people navigate this new normal. You’ll need to introduce new policies that help employees do their best work in their WFH and office environments Introduce new policies that support a WFH-WFO schedule (Our employees) will be able to work from home permanently, even once offices begin to reopen.” “We want employees to be able to work where they feel most creative and productive. To help you support employees and create a positive employee experience, here’s a look at some of the strategies being used to support employees during a Work From Home (WFH) / Work From Office (WFO) schedule.
0 kommentar(er)
