RCFR Team

Information & guidance on emerging from lockdown…

Effectively communicate the end of furlough

It is important to provide people with plenty of notice on when furlough will end and the employees are expected to return to work

Communication style – how are you going to tell people, consider people’s personal experience in way land this communication (anxiety, etc)

Redundancy planning (if any)

Be honest with people

Review how your working culture has change

Employees have had to quickly transition into lockdown and will need to transition out of lock down – people will need support with this

Will meetings, interviews, appraisals take place face to face

Do you expect handshakes to start phasing out

Will staff be granted more autonomy

You will need policies for all the above

Social distancing measures in workplace.

Not everyone is in a hurry to get back to work because of personal circumstances e.g. underlying health conditions/living with vulnerable adults/children etc

Consider asking for first wave of “volunteers” to return

Split working hours e.g. early starts/late finishes, to reduce health and safety risks on travel

Risk assess your employees physical and mental health and encourage honest conversations – what are they thinking/how feeling

Consider:

How can you accommodate social distancing in the workplace

Can certain roles remain homeworkers so office space split between fewer people

Do you have a mental health first aider so that employees have a point of contact should the return to work impact their mental health

Reduce hot desking

Offering the use of face masks, hand sanitiser. This gives people mental reassurance (even though scientific evidence mixed on face masks)

Continue to offer flexible working

Not an option for some industries, but look at flexibility over hours/days your employees can work

Homeworking – very popular with some employees – can this be continued, either full/part time of their working week (helps with social distancing, good for attracting future employees (and from a wider talent pool), reduces costs as less office space needed, etc

Continue to use remote interviewing (for first screen of candidates)

People are now much more comfortable using video calls since the crisis, and are already set up for this

Also use for remote onboarding too

Minimises unnecessary social contact and travel for first interviews and protects employees (use tech at your disposal)

Review your team’s upskilling

Homeworking and furlough appears to have influenced a lot of individual personal development – find out what your teams have learned and shar

If looking at redundancies then look at how you need to upskill/develop remaining staff

Look at developing talent for the future

Employees may need to rotate jobs therefore learn new skills

Review standard work practices

Hot desking is no longer an ideal work practice

Minimise use of shared office equipment (e.g. printers, lots of people touch them, go more paperless)

Consider rotas for lunchtime and breakout area

Considering implementing a max room capacity for physical meetings – cut down number of people in meeting where possible

Employee retention: expect some attrition

Are we going to see a massive shift in employment

It is predicted that near on two million people could lose their jobs by July, unemployment reaching 10%

Not everyone will want to return to work because:

People may decide it’s time to move on, having the time to reflect they established it’s not what they want moving forward

Employees many not have liked how the furlough process was managed by their employer

Don’t want to return to front line

Means high number of candidates likely to enter job market – consider use aptitude fit rather than previous experience when you need to hire (profiling??

Re-assess your employee value proposition (as it’s highly likely that time off will have made people rethink their EVP – and now changed)

What benefits do you offer your employees now e.g. training and development, perks, holidays, life insurance, work/life balance, to improve employee engagement and EVP going forward

Other points:

Look at lessons learned from lockdown – what worked well, what didn’t, where did the team excel, any tools/practices that we should have adopted (especially if the risk goes up again and we return to another form of lockdown – get it right next time) – survey a good tool to use.

Look at the future of work – 10% of year has been spent in lockdown and many will have become used to this new way of working – what is the new normal – the way your organisation operates, how have you changed and what do you want the new normal to be, now is the time to make changes

Q&A:

If anyone is uncomfortable coming back to office – allow people to work from home – major benefits if you can make it work

Run L&D webinars on health and safety

Clients & recruiters might be reluctant to make job offers before meeting face-to-face.

If this is not an option then this is where Personality Profiling will really help – personality profiling gives you a deeper insight into the person to allow you to be more comfortable in making an offer, even if you’ve not met them person.