Things in workplaces around the country are almost back to ‘business as usual’ – but the new normal is not the same as it was before. Now, most office-based companies have reams of staff working remotely who hadn’t been doing so previously, many have a smaller workforce than before (because of redundancies, as well as a whole host of other external factors) and lots have new working practices and procedures that are still settling in.
During the ‘new normal’, it’s important to note that no matter how things ease, we’re still in the midst of a global pandemic; which will undoubtedly have affected your staff’s home lives as well as their work. Having moved and adapted working practices to fit remote working and extenuating circumstances, now too is the time to do so with performance management – but how best can this work on an ongoing basis? Let me explain…
Lockdown has brought a whole host of surprises, changes and challenges to employers the length and breadth of the country (and the world!), but the most prevalent has been the pivot to home working. Office-based businesses and employers have, in order to maintain their workforce operating at an acceptable level, largely allowed staff to work remotely – allowing them to continue working and earning whilst also staying safe, socially distanced, and, in many cases, caring for their children who are unable to attend school.
Of course, working from home is not a new practice; and most big brands already offer facilities and options around this for employees who are able to perform their role remotely. However, there has never been an event before that has sparked such mass change in typical work practices, and so many employers and employees are facing challenges around such rapid adaptation.
It’s clear as the country begins to ease COVID-19 lockdown restrictions and life begins to take on some semblance of what it was before the pandemic began, whatever the ‘new normal’ looks like, it will be in place for quite some time. Dependent on a workplace’s operating situation throughout lockdown and after, of course, arrangements for employees will vary hugely. But there are some things all employers should bear in mind when re-absorbing furloughed staff and making their best efforts to resume business-as-usual – and here’s my top pieces of advice.
After a lot of reflection time and given all that we have been through in recent months, now more than ever, kindness is an essential element needed in our workplaces and our every day lives.
Kindness is the key component to a healthy, successful, and well-balanced life. These elements are all essential to our overall wellbeing and kindness is something that we do because we can, not because we should or are obligated to.
For many of you HR acts of kindness will be a new concept but it was actually founded in 2016 after the Brexit result brought so much divide and upset. Since then HR acts of kindness has appeared in Be Kind Magazine, has influenced behaviours at work all over the world and all through simple acts of kindness and there’s plenty of opportunity to get everyone involved!
As businesses worldwide move for the first time to set out properly and publicly how they recruit, retain and professionally develop BAME staff, more employers than ever are considering their own business practices around diversity, inclusion and wellbeing. To those unfamiliar with the Black Lives Matter movement, which originated in 2013 following the acquittal of George Zimmerman for shooting Trayvon Martin, it can seem a tough and uncompromising movement demanding rights and levels of equality that many organisations haven’t considered or had the facilities to offer before. However, it need not: now is the time to embrace the movement and learn from it, bettering your company, and your workforce, in the process.