Because the COVID-19 pandemic might be around for a while, it’s time to look toward the future. That includes returning to work or school and determining what activities we are and are not comfortable with.
It also means accepting that daily life will likely be different, too. Schools and businesses may have to close intermittently, and future outbreaks could happen.
While we’re probably better prepared for another wave of shutdowns, that doesn’t mean they will be easier. But, because we’ve already experienced shutdowns and isolation once, we’ve learned that work flexibility can help businesses survive and even thrive. And, more importantly, flexibility and adaptability from companies can help support staff when times get tough.
First Things First
Whether we find an effective vaccine or simply learn to live with COVID-19, everyone will have to adjust to a new reality. For now, that means wearing masks, maintaining social distance whenever possible, and frequent handwashing.
If your company plans on returning to an office setting, part of this new reality may mean installing plexiglass barriers between cubicles, providing PPE on the job, or limiting the number of people in the elevator. It also means accepting that your employees may be anxious and nervous about the future of coronavirus and the future of their jobs.
Though your staff may be ready, willing, and able to return to an office, doing so means navigating a changed world as things reopen. For example, people who usually commute by public transportation need to assess how much risk they’re willing to take to get to work.
Even in a traditional setting, employees may suddenly see the office in a whole new light. Will desks face the wall instead of each other? How many people are allowed in a conference room at once? Are communal snacks and shared coffee pots out?
The New Way of Life and the Importance of Work Flexibility
Regardless of how your company works–virtually or mostly on-site–employees may face other stressors that could impact their ability to work traditional hours. The truth is, though, these factors have always been present to some extent (child care, school, caretaking, etc.) but the pandemic brought them into the limelight under more extreme circumstances.
That said, the rigid schedules that most employees have traditionally been expected to work may be on an expedited track to becoming extinct, as work-life balance was poor long before the pandemic. Your company’s stance on flexibility and flexible hours must be defined.
For example, employees with children may not have child care plans in place right now. Though the office may be open, daycares, camps, and summer schools may not. Even when facilities are open, families might not be comfortable sending their children back to them now or in the future.
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If and when schools reopen in the fall, it won’t be the same experience. Some schools have opted to remain virtual, while others are considering a hybrid model where kids attend in person some days and online on others. Given that many parents rely on schools as childcare, parents may find their options limited in the fall.
Even if a school does reopen and children can attend five days a week, some families may opt not to send their children and make the decision that homeschooling is the better option for now. Others feel it’s not safe for their children to return to school because of medical conditions within their families.
How to Support Your Staff
While it’s important to support all of your staff during these uncertain times, it’s also important to remember that not all employees will need or want the same type or level of support. Have a flexible support plan in place that can give your staff what they need when they need it.
Plan Ahead
Now is the time to put your company’s emergency preparedness plan together. Whether you had one before the pandemic or cobbled one together after, create a plan that builds on what you learned this past spring.
Figure out what is mission-critical and what can wait. And, most importantly, communicate this plan with staff. Create a written plan that’s shared with everyone and update them as the plan changes.
Ask your staff what they need to be productive and effective when they work from home under any circumstances. Then help them set things up so they can work successfully regardless of the circumstances.
Structural Support
Transitioning to a blended work model, where people can work remotely when they want and come into the office when they want, is a top solution to providing the structural support that your employees need. That flexibility allows people to choose the level of risk they are comfortable with and gives them options beyond working at home.
Furthermore, given that mass numbers of employees where thrust into remote work who otherwise wouldn’t have exposure to it, there’s a chance that this is their preferred way of working from here on out. There are numerous benefits to remote work aside from staying afloat during the pandemic and these shouldn’t be overlooked as you re-think what’s next for your company. If you’re considering integrating remote work, think carefully about what’s best for your company and employees both now and in the future. For example, how will these decisions impact hiring and retention? Consider your staff that’s juggling kids and work during the pandemic, and whether it’s realistic (and fair) to expect them to come back.
Additionally, working remotely or in the office shouldn’t have an impact on how your team sets (and hits) goals. If you’re measuring what moves the needle and evaluating performance objectively through a data-driven approach, it shouldn’t matter where or how employees get their jobs done.
Lastly, communication is an essential part of supporting your staff. For example:
- Set up timelines and be explicit about what’s new and different at your company.
- What changes will exist?
- How will things be different and what will you expect of employees?
If you’re returning to an office:
- Will employees have to work in shifts?
- Will there be designated walking routes around the office?
- What are the policies for usage of break areas and conference rooms?
- What personnel is returning?
Let staff know exactly what they can expect no matter where they work.
Emotional Support
Emotional support will be equally important for your staff. Of course, a friendly ear is always welcome, but you may find it necessary to offer additional resources.
Stay on the lookout for signs of stress or even employee burnout. Just like lockdown required a rethinking of how to work, so too will working in the new normal.
If you notice signs of distress, refer your staff to an employee assistance program or other services when you can. It may be a temporary blip, but it could be something bigger that needs additional support. This is a complex situation, and listening to what employees need will be greatly appreciated.
Flexibility and Adaptability Can Help Companies Thrive
If the pandemic has taught us anything, it’s that we can adapt and make it through some of the strangest things.
Whether your company is going remote permanently, or plan to implement remote work for certain teams, FlexJobs can help! FlexJobs has been a leader in the distributed workplace for more than 13 years. For continued support as you build and maintain your remote team, check out the Employer Blog for more tips and advice. Or, if you’re looking for expert guidance on your company’s remote work strategy, get in touch with us today.
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