(Editor’s Note: Today’s article is brought to you by 我们的克罗诺斯朋友, a leading provider of workforce management and human capital management cloud solutions. Kronos has introduced employee contact-tracing capabilities for their customers at no additional charge. Check out their COVID-19 Resource Centerfor details. Enjoy the article!)
The other day Mr. Bartender and I were trying to figure out how long we’ve been masking, sheltering, distancing, etc. While it was difficult to narrow down an exact day, we do know it’s been a long time. Or at least it feels like it’s been a long time. And we’re very aware that we aren’t the only people going through this. And we’re not done yet.
I came across a few articles recently on theWorkforce Institute at Kronos网志，显示长期影响的流行病将对业务运营的一个伟大的工作。我们不只是在谈论活动具体到COVID，如86% of employees believe their employer has an obligation to notify employeeswho may have been in contact with a coworker who tested positive. It’s possible (no, make that probable) that the way we work could change for the long-term. Here are four articles that illustrate the point.
Organizations need to realize is that they have to adapt to change and there is no one-size-fits-all answer. Some employees are very productive working from home while others are looking for that time back in the office to reclaim their productivity. Some managers are totally comfortable managing from afar while others are really struggling to feel connected. Some organizations are open to re-thinking their workplace policies while others want to get back to business as usual. Conversations and planning about how to deal with that change should be happening now so you can take into consideration the desires of the employees, the needs of the business and the productivity of both.
It takes a time of significant crisis – like the one we find ourselves in now – to appreciate how the whole health care system should work with the critical inclusion of public health professionals. Healthcare leaders should SPEAK OUT and SHARE THEIR KNOWLEDGE. They are the experts and know what needs to be done. Our families and friends are looking for that leadership. The safety of our communities and the populations are at stake. Communities should take time to understand and formally integrate public health into daily work not only in healthcare but across all industries.
Safety is quickly becoming a powerful recruiting and retention tool. It’s the main ingredient that will forge trust between employers and employees during this crisis and in its’ aftermath. This isn’t the first or last pandemic we will experience, and the more trust a company, and its leadership, build during a crisis, the easier it will be to retain employees and build customer loyalty for the future. If companies want to remain competitive, they can’t avoid safety measures and must remember that their employees’ safety is at the core of their business.
Today’s article isn’t meant to paint a picture of doom and gloom. While none of us want to be in this situation, we are learning more about safety, employee engagement, and business productivity. Organizations have the ability to create safe and supportive workplaces. We need to listen to our employees, ask good questions of the experts and put in measurable plans to transform the workplace.
图像捕获由威廉希尔篮球 在KronosWorks 2019大会在美国内华达州拉斯维加斯在演示过程中13