When COVID-19 shut the entire world down two years ago, many wondered how businesses would pivot and persist. As closures and restrictions continued far beyond anyone's initial projections, it became obvious that "business as usual" was going to be anything but. And, while the transition to a remote model for schools and businesses throughout the world was an unprecedented shift with no real map for structure or outcomes, many made the adjustment with relative ease and found the remote model was not without benefit. Now, as the corporate world attempts a return to what was, it faces a number of concerns and considerations, not the least of which being a pool of employees that might rather remain remote.
The following steps might provide some direction to answer questions, ease the transition, and intercept problems before they arise.
- Develop a plan and clearly communicate its delivery to all employees. The plan should include current safety precautions and those that might be put in place in response to exposure or outbreak; remote work and variable scheduling options, if any will remain; general procedures for illness/sick days; changes to benefits packages, probationary periods, leave, and compensation policies; and directives for keeping current with all relevant office communications.
- Make the transition as painless as possible. Not everyone will want to return to the office. Are there options for employees that would rather continue remote work, are unwilling/unable to return, or are in high risk categories? Regardless, slowly phasing back to an in-person work environment can prove mutually beneficial for both the employer and employee, while alleviating any growing pains or protocol missteps that might arise. A slow transition might mean gradually increasing days of the week on site, bringing back portions of staff at a time, providing creature comforts, or other creative approaches to keep the workforce happy and healthy.
- Be flexible. Compromise may be the best policy to retain valuable employees and maximize productivity. Hybrid return-to-work plans will require some adjustment to standard in-office policies to accurately reflect and direct new practices, but that time will arguably be well spent. Work with staff to develop comprehensive strategies and revisit them regularly to ensure that they adequately and effectively address needs and concerns as they arise.
- Ensure that your plan is compliant. Review current local and national workplace safety standards and protocols, as well as Occupational Safety and Health Administration (OSHA) record-keeping and reporting obligations, to legally protect your business, employees, and customers. Consider your business' relationship with any relevant unions and address any necessary bargaining obligations. Try to develop nimble policies that are easily adaptable to shifting needs and situations.
- Notify your state unemployment agency of the return to work. Informing the agency of your employees' recall to work is both required by the state and can save on unemployment taxes for those who choose not to return.
- Develop a business continuity plan. Consider business impacts and lessons learned during the pandemic and revise continuity plans to address and prepare for future disruptions.
- Build morale. The last several years have held more than their share of tragedy, fear, isolation, and illness. And, while the end is in sight, it's not over. Cultivating strong connections and trust within your team and with management can help mitigate the inevitable struggles and adjustments to life back in the office.
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