Returning to Work After Covid
As companies in all industries have undoubtedly been affected, employers must remain cognizant of various issues as offices and facilities reopen and employees return to work. Let’s review some of the most pressing issues at play that Human Resources (HR) leaders must be conscious of before they open their doors to in-person traffic.
Safety Is Your Responsibility
For companies and facilities that were closed and have not reopened, sanitation is of paramount importance. Companies and facilities that have been operating at limited capacities must also consider making changes to their future processes that are promptly communicated to the workforce prior to reopening.
CDC Guidance for Returning to Work
The Centers for Disease Control (CDC) details how business leaders must act before returning to the workplace, explaining that employers should implement and update as necessary a plan that:
- Is specific to their workplace
- At least 60% percent of the funds must have been used on payroll.
- Includes control measures to eliminate or reduce such exposures
It’s also prudent to review state and local public health guidance related to returning employees to in-person work in your state and area of operations. Lastly, consult with local council members regarding legal and public health requirements the company’s return-to-work plan should consider before formulating a complete return-to-work plan.
Why Return to the Office at All?
Studies show that work-from-home (WFH) initiatives skyrocketed during the COVID-19 pandemic and haven’t slowed down in 2021 thus far. Employees and businesses alike are enjoying all the cost-effective and productivity-enhancing perks of remote work. However, some companies still see the benefit of having an on-premises crew.
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A recent Gallup survey might help to shed light on which route is better for the business from a productivity standpoint. The survey found that employees who worked remotely at least some of the time both pre-pandemic and during the pandemic had the highest engagement. Employees who work from home all the time, on the other hand, are most likely to suffer from burnout. This begs the question of whether it’s more appropriate to select a best-of-both-worlds approach, rather than putting all of your eggs into one of these two baskets.
Shifting to a Hybrid Workforce Model
For those business leaders wary of yet another massive change, a new hybrid workforce model may very well be the most logical answer to this complex return to work challenge. To implement a hybrid workforce model in your organization, you must create policies that help WFH employees and in-house team members feel like they’re equals. The key is to create a positive work environment where employees feel appreciated, no matter where they clock-in.
Advantages of a Hybrid Workforce Model
Business leaders can take advantage of these perks when they adopt a hybrid workforce model:
- 1. Employees are able to work to their strengths and raise productivity. Team members who need to focus quietly at home and those who thrive better in a community office setting are given the ability to work where and when they’re most productive.
- 2. Significantly lower overhead than a 100% in-office workforce model. Fewer people in the office means businesses have fewer costly office expenses, allowing you to grow exponentially if you’re strategic with your budget.
- 3. Substantially decrease your health exposure risks. Fewer in-house employees means your company may be able to lower the chances of colds, the flu, or COVID spreading around the team, which may result in fewer sick days.
Downsides of a Hybrid Workforce Model
A hybrid workforce model isn’t without downsides though. Here are just a few of the potential disadvantages that business leaders should be aware of:
- 1. Remote employees may feel isolated, left out, and disconnected from the in-house team. They can’t stop by each other’s desks to chat or joke around the water cooler. Additionally, WFH employees may miss out on perks like catered lunches, birthday parties, and company happy hours.
- 2. Time differences can become a challenge. Your in-house team members may need to wait many hours for a simple reply or answer to a question if a remote employee is working from a time zone halfway around the world.
- 3. Communication requires extra effort. All contact with WFH team members occurs virtually via messenger apps like Slack, video calls, emails, etc. This requires stellar communication skills on both ends and a commitment to check-in, which is more challenging than building rapport in-house.
Which Workforce Model Will Your Business Choose?
Giving employees a mix of both in-office and remote work is overall good for your employees and good for your business in the long-term. Hybrid work schedules aren’t just a temporary fix to accommodate COVID-19 pandemic health guidelines, they’re more likely part of lasting changes to how we work. If your business already has the technology infrastructure in place to accommodate a hybrid workforce model, it would behoove you to entertain the objective benefits of adopting it to help your company return to work safely and proficiently.
*This blog does not constitute solicitation or provision of legal advice and does not establish an attorney-client relationship. This blog should not be used as a substitute for obtaining legal advice from an attorney licensed or authorized to practice in your jurisdiction.*
- Last Modified
- June 19, 2023
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