How to Transition Employees Back After Shelter-In
It’s hard to predict when the COVID-19 pandemic will end, but it is safe to say if you aren't thinking about how or if you’ll return to the office after shelter-in-place orders are lifted, you are already behind the curve. This is truly a crisis management situation for your HR team. Anticipating long-term effects is difficult, but planning is necessary.
Clients have asked us simply, “What’s next?” We’re sharing five strategies to help you bring your team back to the office safely and effectively when the time is right.
1. Start Gathering Feedback ASAP
Don’t wait until the shelter-in-place order is lifted to ask company leaders for feedback regarding the transition. They have an inside perspective on workflows and employees and will be invaluable resources as you and your HR team move forward. This may forever change how you operate and have implications you need to keep top of mind, like the size of office space you need or whether you’ll even need a physical office anymore. Many questions will arise: Will we require testing? Will testing even be available? Will working on site require masks? Can you modify your current workspace to promote social distancing?
Ask your teams how they feel about an inevitable return to working on site. These feelings and perspectives will definitely affect your policies and procedures. Keep this communication open and active as the situation — and your planning — evolves.
2. Reassess Your Remote Working Policies
Once it’s safe to go back to work, a broad-strokes approach will not give your employees the sense of security they need. At this point workers are already optimizing their remote practices and virtual communication tools to get the most out of the current situation. Some people may even feel more productive working from home, but some may not.
Compare your old remote working policies to the reality of what your team has been able to accomplish while working remotely and also assess what pain points were revealed. Be open to changing your policies to support your employees’ best work. That might mean expanding work-from-home opportunities on a temporary or long-term basis.
3. Stagger the Return
The thought of working alongside several colleagues again may be exciting, but it also gives many people anticipatory anxiety. Our Governor just announced stringent guidelines, one being that private businesses will have to prove they can provide a social distancing environment before reopening. Staggering the return in groups will also ease the minds of employees and provide protection from the potential threat of further infection and minimize exposure.
For example, the Engineering team can be on site on Mondays, Marketing on Tuesdays, Sales on Wednesdays, and so forth. Allow people to continue social distancing in the office as space allows, and slowly reintegrate the groups as the restrictions are lifted.
4. Connect with a Cleaning Crew Now
Demand for professional cleaning services is sure to rise once we can return to the workplace. Start scouting out the most thorough cleaners now and work with them to establish daily disinfecting procedures. Similarly, circulate hygiene best practices among employees and make hand sanitizer, soap, and clean towels readily available.
5. Have Realistic Expectations
COVID-19 has shaken the global economy, and consumer behaviors won’t automatically go back to “normal” once we can go outside. Likewise, employee behaviors are affected by many factors in their personal and professional lives. Check in with colleagues and reports before, during, and after returning to the office.
It’s never too early to start building your post-pandemic operations plan. Partner with your HR lead and bring your team back together safe and healthy.