Don’t Stand So Close to Me

[et_pb_section fb_built=”1″ _builder_version=”4.9.4″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row _builder_version=”4.9.4″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”4_4″ _builder_version=”4.9.4″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.9.4″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”]

Across the U.S., public health officials and government leaders are encouraging cautious reopenings as the first wave of the new coronavirus pandemic eases. Big box stores and Main Street businesses are embracing a return to normal. But what is right for your company?

The answer begins with what is right for your employees. And to figure that out, you must first consider fears they are facing

For months, we have all endured waves of layoffs, furloughs and a huge upswing in telecommuting, or working from home. You may have lost employees and clients. Your business may be suffering. Likewise, your employees may have gotten sick or lost income. Some may enjoy working from home while others are eager to get back to the office. Either way, research shows people are feeling more afraid as time has gone on, not less.

Your reopening plan needs to start with empathy. Employees who were once your Steady Eddies, the ones you could count to get the job done, may have started to spiral a little. And given the unprecedented time we are living through, that has to be OK. Remember that everyone has been impacted in some way.

If you’ve got 10 employees, know several are confronting fears about your business reopening. They need to feel safe and embraced.

To do that, consider:

A telecommuting option: Can some of your employees work from home while still supporting your clients and customers effectively? Could you save money by eliminating office space?

Who works for you: Which of your employees are caregivers to their children or elderly parents? What if an employee is refusing to come back to the shared work space?

Space needed for social distancing: Do you own a coffee shop or boutique where space is tight? Are you in an open air office where staff can easily keep at least 6 feet apart? What protocol do you need to put in place for elevators, conference rooms, kitchens and bathrooms?

An employee contracts COVID-19: How do you communicate that to the rest of your staff? Or what if employees start saying they’ve all come in contact with someone who is positive?

What protective measures must you provide: Do you need Plexiglass partitions? Do workstations need to be reconfigured? Will you put your coffee machine in storage?

According to the Centers for Disease Control and Prevention, companies are encouraged to conduct daily health checks, including temperature screenings. Employees should wear face masks when they are back on the job. You should put your safety protocol in writing and conduct a hazard assessment of your workplace, including the ventilation system.

Share with your employees the steps you’re taking to keep them safe. Hang posters that remind workers how to properly wash their hands and what is gained by social distancing.

Here is what I recommend:

Surveying your employees will give you an advantage. It allows you to assess how they’re feeling, and what fears they have about returning to work. A survey also gives you buy-in: Workers will feel like they have a voice in the guidelines the company is developing.

You will need a return-to-work policy that explains the social distancing you will require, spells out what personal protective gear must be worn and what practices employees must adhere to. They should sign the policy, so that there is accountability. This reduces your liability.

Consider, too, what cost-effective resources you can provide. Contact your benefits provider and ask what free resources they can offer. Many provide counseling.

Lastly, a phased-in approach or a well-communicated timeline for reopening ensures everyone knows what to expect. You must be equal and fair when bringing people back to work.

[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.14.8″ _module_preset=”default” background_color=”#f4f4f4″ global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_row column_structure=”1_4,3_4″ _builder_version=”4.14.8″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_column type=”1_4″ _builder_version=”4.14.8″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_image src=”https://workplaceharmonyhr.com/wp-content/uploads/2021/12/LaurenBio.jpg” title_text=”LaurenBio” _builder_version=”4.14.8″ _module_preset=”default” border_radii=”on|300px|300px|300px|300px” global_colors_info=”{}” theme_builder_area=”post_content”][/et_pb_image][/et_pb_column][et_pb_column type=”3_4″ _builder_version=”4.14.8″ _module_preset=”default” global_colors_info=”{}” theme_builder_area=”post_content”][et_pb_text _builder_version=”4.14.8″ _module_preset=”default” text_font_size=”16px” text_line_height=”1em” locked=”off” global_colors_info=”{}” theme_builder_area=”post_content”]

Lauren Williams, Founder & Principle Consultant 

Lauren Williams utilizes her 20-years of expertise in the HR field to support companies by improving and enhancing their people skills/operations, which maximizes a company’s full potential. With care and passion, she focuses intently on the employee experience and how to leverage a solid community-based company culture that encourages organic employee engagement, retention, and empowerment.

[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]