Planning your return

The most obvious way to reduce the health risk is to continue remote work where possible. At businesses where work cannot be done remotely (such as grocery stores), company leaders have used contactless services such as curbside pickup. Manufacturers have moved functions that don’t require access to on-site equipment – like marketing and finance – to a remote model. Physical therapists are leveraging video calls and exercise guides online.

Enhanced cleaning and hygiene protocols, personal protective equipment, workplace redesign and signage are just a few of the safety enhancements you’ll need to consider in order to keep your customers and employees safe. Remember also to think about safety measures across your full range of business activities, not just on-site operations.

Softer safety measures, such as training and education, played a significant role in instilling new habits among employees and customers of essential businesses that remained open
throughout the lockdowns and closures. Consider providing your employees with training and education modules (whether online or on paper) before they return to work so they can familiarize themselves with new protocols and policies.

Communication and education around reopening can’t only be led by your HR department or an external consultant. Leaders must stand in front of employees and demonstrate their sincerity and commitment to new policies and procedures.

Your employees need to know that a new fever, cough, sore throat, shortness of breath, loss of taste or smell, or even just nasal congestion or a runny nose could all be symptoms of COVID-19 – and that staying home is important to prevent the spread of disease. This means promoting a cultural shift in the American workplace, encouraging people not to work when they are sick. Your employees might believe calling in sick will affect their status at work, but that mindset must be discouraged with new policies and procedures.

Leaders have naturally been focused on keeping people physically safe, but supporting your employees’ mental health is also crucial to making it through this time of transition. Studies show that employee stress, anxiety and depression have all increased in since the start of the pandemic. Access to mental health services is critical, and the need will be far greater now. Employers must step up to this challenge. Encourage mental health awareness in your workplace and be sure your employees understand how to access tele-behavioral health services through their benefits plan.

Because pandemics can incite xenophobia, bias and stigma, leaders should be aware of the potential for some groups or individuals to be stigmatized in the workplace. Clarify that your organizational values of inclusion, acceptance, and diversity extend to people who are affected by COVID-19. In some instances, reiterating anti-discrimination policies may be necessary. Unconscious bias and anti-discrimination communication and training are key elements of diversity and inclusion strategies, and their importance is even greater now.

Because people have few or no symptoms early in a COVID-19 infection, it is very possible that your employees be exposed to coronavirus at work, despite your safety measures. Have a detailed plan in place for how you will react, including how you will address the situation, how you will communicate with employees, and how you will protect the infected employee’s rights.

Uncertainty and rapid change have defined the pandemic. Businesses and leaders with comprehensive plans and appropriate policies in place will find it easier to facilitate a return to work when the time comes.