By the KMA Team
As you think about bringing your team back into the workplace, either full time or in some hybrid arrangement, here are some things to consider for a smooth transition.
Communication
- Develop a communication plan for employees’ return-to-work and changes to policies and practices.
- Determine how company-wide staff meetings will be conducted.
- Review and update processes for infection control and identifying and notifying the workforce of possible communicable disease exposure.
- Recognize the possibility of increased union-organizing activity and prepare communications in response.
- Continue increased cadence and transparent content of employee communication begun during the Pandemic.
Compensation & Benefits
- Revise compensation strategies to reflect the current environment and hybrid workplaces.
- Address leave policies to encourage employees to take time off when sick and utilize vacation or PTO including mandated benefits.
- Continue to plan for and support employees with caregiving responsibilities (child or elder care) that interfere with the employee’s ability to work.
- Revise employee benefit plans to reflect allowable election changes.
- Consider “flexibility” a benefit and how to leverage it with your workforce.
- Notify employees of changes to benefit plans and extended COBRA deadlines.
Staffing
- Review and update selection and hiring procedures for social distancing and remote processes.
- Develop upskilling/reskilling strategies to improve retention and increase internal job mobility.
- Continue to evaluate and implement procedures for onboarding remote employees.
- Update layoff and recall policies for fluctuating staffing needs.
- Review recall procedures to ensure a fair and lawful process.
Employee Relations
- Address bullying behavior at work to avoid claims of a hostile work environment and or decreased employee morale.
- Anticipate the potential for workplace violence incidents due to increased stress and anxiety amongst employees.
- Prepare to respond to requests for reasonable accommodation from employees in high-risk categories including vaccinated and unvaccinated employees.
- Rethink employee recognition programs for the hybrid workplace.
Remote Work
- Continue to train employees on new technologies for remote/distanced work.
- Ensure continual communication of remote workplace performance and behavioral expectations.
- Train supervisors on managing remote workers.
- Implement employee engagement strategies and company culture involvement for remote workers.
- Review and update practices for handling HR issues such as investigations/complaints and terminations remotely.
If you need additional guidance on how to structure your workplace, reach out to us at info@kmahr.com!