As companies begin to reopen offices during the pandemic, the first leadership conversation with employees should be based in empathy and reinforcement of the message: “We care about our employees. Your health and safety is our top priority.”
Finding ways to lessen office commute fears and potential virus exposure to your office is a win-win for employees and business continuity.
Is your company finding ways to help multi-tasking parents, caregivers, and other employees during this stressful time?
It’s important to offer schedule flexibility to both parents and non-parents in the workplace.
One solution is fostering a corporate culture that emphasizes patience and encourages trial and error, so that errors are forgivable as long as they lead to improvement.
When Americans were told to “lock down” and to “stay home, stay safe” during COVID-19, many took it to mean cook and eat all day—while stretched out on the couch watching television. As a result, many are heavier and in worse physical (and maybe mental) shape than they were a year ago.
Pivot spaces are open spaces with couches, chairs, and even desks, in casual arrangements reminiscent of lounge areas that can be reconfigured to encourage socially distanced groups.
What often works far better to motivate employees is individual recognition in front of peers and creative, experiential incentives.
“Culture fit” often translates into a requirement that new employees have similar life experiences and a similar perspective as existing employees, thereby often eliminating women and minorities.
Whereas many employers used to respect the regular working hours of employees, working from home means many no longer do. Micromanagement can be another toxic problem worsened by working virtually.