How to remain transparent while deciding return-to-office protocols
As more Americans are getting vaccinated, more businesses are considering having employees return to the workplace. Obviously, that is a decision management at each firm needs to make on its own depending on a variety of factors.
Understandably employees have some concerns about what that will look like, what requirements will be in place and what safety precautions the company will continue to take.
Communication is going to be key to whatever solution you choose. Whether you are going to allow people to choose to work from home, have them come into the office on alternate days, or have them return fulltime, you need to make sure you share you are communicating with them throughout the process.
In a recent blog, Kelsey Gunderson, marketing content manager at Hierology, offered her thoughts on seven areas that managers should consider communicating to their employees. If you plan to have all employees return to the office rather than work remotely, make sure you communicate the timeline for that return as soon as possible.
“Transparency into your plan allows people to prepare mentally and emotionally,” Gunderson said. If you plan to allow flexibility about people returning to the office or continuing to work from home or some hybrid of in-office and at-home work, make sure employees understand their options. Many people have gotten used to the flexibility of working from home and are not keen about returning to the office full time.
Make sure to talk about your plans to keep people safe. Let people know if you are requiring employees to be vaccinated, enforcing a mask mandate, continuing with social distancing. It is not so much what you decide that matters, but rather that you inform employees of your decisions so they can be prepared.
Also explain to them how you reached your decision and back it up with facts from the CDC or other reliable sources. According to Gunderson, “When you share that your decisions are supported by expert opinions and data, your employees will feel safer and trust that you’ve put their health and safety first.”
As you make your plans to re-open your office also use the time to update employees on how the business is performing. Let them know the financial and productivity impact the pandemic had on the business whether the impact was positive or negative. Even if the news is bad, employees will appreciate hearing it from you rather than through gossip or via the competition. Let them know what your plans are to return to your previous levels of productivity and profitability. If you were one of the businesses that benefitted from the pandemic but now are finding your growth stymied by your inability to hire enough people, share that news too. Current employees are one of the best sources for referrals.
As you begin the process of having employees return to the office in whatever form you choose, make sure to check in with them about their concerns. Try to remember that change is difficult, and employees may need additional support as they move from their home offices to your office.
Jane Clark focuses on managing the member services operation at NationaLease as vice president of member services. She works to strengthen member relationships, reduce member costs, and improve collaboration within the NationaLease supporting groups.
