As we return to work it is important to remember that many members of staff will still be navigating the aftermath of Coronavirus. Businesses are required by law to ensure that their workplaces are COVID-secure prior to staff and visitors entering the premises. Therefore, the workplace setting will need to be adapted to follow social distancing and hygiene guidelines. These changes may come as a shock to employees who have grown used to working from home.
Many of us will feel anxious or even reluctant to return to work. It is important that businesses focus their efforts on employee engagement to support the workforce during this difficult time.
So, how can you manage and support employees returning to work?
Be transparent
Employers should be open about their returning to work policies. Being transparent fosters a culture of honesty. This allows employees to effectively communicate and feel reassured about the decisions that have been made. If employers are clear about their return-to-work expectations, employees know what to expect.
As feelings of anxiety and stress will be common, leaders need to be open and direct in addressing any worries that their staff may be experiencing about returning to work.
Be reassuring
Providing information on the health and safety measures and COVID-secure procedures within a workplace can help reassure employees about their return. These measures show employees that their organisation has done everything to ensure that the workplace is safe. Offering training on the health and safety measures that have been put in place ensures that all employees will follow the procedures.
Training, information and guides will help reduce feelings of worry and anxiety.
Be inclusive
One of the key issues faced when working from home has been disengagement from feeling excluded and separated from fellow team members. However, as we return to work, employers can improve engagement and motivation by including employees in the process of returning to work. They can devise working agreements and schemes which will help the transition of their colleagues back to work. Moreover, with things getting back to normal they can also plan fun social events. This will keep them motivated and engaged about returning to work and for the future!
Be appreciative
Employers should appreciate their employees’ efforts and their transition from remote work to being back in the office. Many employees may not have been receiving the same level of recognition that they had in the workspace whilst working from home. That is why it is important to generate and celebrate achievements made on returning to work, whatever they may be!
Listen to employee concerns, gather feedback and let them know just how grateful you are to have them on board.
Be supportive
It is important to be conscious about the impact that Coronavirus has had on mental health. Lending an ear to an employee who is struggling is vital. However, do not be disheartened if they would rather speak to someone else or a mental health professional. Either way, employers should offer mental health and wellbeing support during these difficult times.
Whether it is offering sessions with a professional, providing workshops or resources that address concerns around returning to work, employers need to show their support towards employees who may be struggling.
Key takeaways
Remember, feelings of worry and anxiety due to the pandemic and returning to work are common.
Employers and leaders need to be transparent to minimise stress and anxiety. They should provide reassurance to show their commitment to making the workplace safe.
Appreciation and recognition of employee efforts can help improve motivation and engagement amongst a workforce.
Finally, and most importantly be supportive. Everyone is different and they will cope with the pandemic and returning to work in their own way. Employers should not use a one size fits all approach, and instead should tailor the support they give to the individual.