In case you missed it, we’re running a bi-weekly Mastermind group to provide the opportunity for you to get on the horn and talk to other leaders in your same boat.
Our first call was last week, and we had some great discussion.
Several articles and resources were offered up by several participants. One attendee even shared his company’s Infectious Illness Response Plan and Infectious Illness Report Form.
Quick Tips You Need Right Now
While I won’t be sharing nuggets from every call here, I thought I’d share a few tips gleaned from our first one.
1) Ensure employees are receiving consistent information
One attendee discovered that his workforce was receiving inconsistent information from various leaders. Lesson learned in getting it together and having a unified voice before sending information out.
Implementing regular check-ins or communication protocols among leaders can help ensure alignment in messaging, preventing conflicting information dissemination. Establishing a centralized source or platform for updates can streamline communication, reducing the chances of discrepancies among the workforce.
2) Each manager should develop a remote work plan in partnership with their team
Develop ground rules for email and video chats, for example, and expectations for email response times. Are kids okay? What about pajamas? Wine? (Joking… sort of.)
Encourage open communication and flexibility within the established guidelines, fostering a balance between productivity and well-being in the remote work environment. Ultimately, cultivating trust and understanding among team members leads to a more cohesive and effective virtual workspace.
3) Communicate with your employees on a daily basis, and at the end of each week
Communication should include updates on the organization and resources for dealing with stress, and show your understanding that work is different.
Encourage interactive communication channels that allow for both professional updates and personal check-ins, fostering a supportive environment where employees feel heard and valued. Acknowledging the unique challenges of remote work and offering resources tailored to address these concerns can significantly enhance employee morale and well-being.
4) Good or bad, employees (and customers) are going to remember this experience
Be loyal to your employees now, and they will provide you with stellar service when it’s time to get back to business. Those employers who are still focusing on culture will have an easier time rebuilding.
Consistently demonstrating support and loyalty during challenging times can fortify the foundation of trust between employers and their teams, fostering a sense of commitment and dedication that transcends adversity. Investing in maintaining a positive and inclusive workplace culture, even during difficult periods, lays the groundwork for a quicker and smoother recovery when normalcy resumes.
5) Fill employee time when work is slow
An employee who used to drive to appointments is now taking them via Zoom. All of a sudden there’s more free time and less hourly pay coming through. These employees could work on learning something new, or take on that project you can’t seem to get to. Don’t be afraid to delegate.
Encouraging professional development during slower periods not only enhances employee skill sets but also prepares the workforce for upcoming challenges or opportunities. Delegating tasks or projects that have been on the backburner allows for better task distribution and empowers employees to contribute meaningfully during downtime.
Next week’s topics for Friday, April 17 at 10 am Pacific are:
- How can employers keep a focus on and safeguard inclusion during a time when disparate impact is inevitable?
- What are some cool new ways to recognize staff given the new way of work?
- Compliance Corner, with our very own Director of Compliance, Kendra Wilson
If you’d like to join us on next week’s and/or any future calls, register here.
Once you register you can attend any of the upcoming calls (or not). We intend to keep going until we don’t need to anymore.
Let’s create a plan to build a positive workplace! | Invite Catherine to speak
