With the first COVID-19 anniversary in the rearview mirror, people are getting antsy. They want to go about daily life without worry, they miss seeing friends and family, and they’re anxious to travel again. And in workplaces across the United States, the conversation has shifted from keeping remote teams engaged to asking “How do we bring employees back to the office?”
According to one national survey, nearly 70% of employees working from home want to return to the workplace, but about half of them are concerned about contracting COVID-19 if they return to work. Vaccine distribution is happening throughout the United States, but the reality is that the vaccine alone won’t be enough to help employees feel completely comfortable.
No matter when it happens, employees will be returning to a workplace vastly different from the one they left. Based on early trends, the most likely new-normal scenario is a hybrid of virtual and in-person work. But what will the balance look like? How will the physical workplace change? And what safety measures need to be in effect? As you begin considering these issues and developing your plans, it’s critical you keep employee health and well-being your top priority.
The following are some employee concerns I’m hearing frequently and steps you can take to demonstrate your commitment to health and well-being during this shift.
Employee concern #1: Will we return to the office too quickly?
According to PWC’s US Remote Work Survey, 75% of executives anticipate that at least half of office employees will be working in the office by July 2021. But employees are saying “not so fast.” In the same survey, only 61% of employees said they expect to spend half their time in the office, indicating a slower return.
The biggest challenge facing HR and business leaders as you make timing-related decisions is the lack of precedence. There’s no blueprint, and there’s no one perfect answer. Instead, the goals should be to communicate openly, involve employees in decision-making where possible, give plenty of advance notice, and remain flexible during any transition.
Employee concern #2: Will spaces reflect new social distancing norms?
Many workplaces are filled with row upon row of closely spaced cubicles, especially in headquarters or call centers with high-density floor plans designed to keep teams together. But these once-familiar spaces will seem foreign after 12 months of being told to socially distance and stay 6 feet away from people not in your household.
This is where hybrid or flexible work-from-home arrangements can be helpful. Carefully staggering employees’ in-the-office days gives everyone more space and helps you manage to specific capacity levels. The goal here is to create a plan that meets business needs and considers what employees want from a space, safety, and flexibility standpoint.
Employee concern #3: Will COVID protocols continue?
With new strains emerging, we’re still a long time off from a COVID-free world. So, employees will want to know the specific steps you’re taking to keep both work spaces and common areas clean and safe.
At Toyota (one of our clients), the company is offering weekly COVID testing for all employees and has personal protective equipment like masks and shields available, as well. It has also changed the table spacing in common areas like cafes and break rooms.
Consider your current facility protocols, and identify everything you’ll need to address—from cube density to traffic flow to common areas. Here again, it may help to involve employee representatives in your planning conversations to ensure your plans are comprehensive and meet employees’ needs.
Questions to consider: Can you bring testing on-site? What’s your vaccination policy? Is it consistent across locations? How and when will you decide whether masks are still required? In which facilities?
Employee concern #4: What will childcare support and benefits look like?
Another area that’s been top of mind, especially for women, is child care. In PWC’s survey, 81% of executives say their company has successfully extended benefits for child care. However, just 45% of employees say the same—again, a big gap in understanding!
Balancing the demands of work with young children at home has perhaps been one of the pandemic’s biggest challenges. More importantly, it exposed a gap that makes women particularly vulnerable to abandoning their careers in a crisis.
The most forward-thinking employers will not shy away from this issue. Instead, they’ll address it head-on with the input of employees who are parents, as well as benefits vendors. Use their feedback, and push for creative solutions that will work today and well into the future.
Employee concern #5: Will our on-site fitness center be safe?
My colleague Amy Buckner manages the HealthFitness location at Toyota. Based on her observations, the cost of keeping fitness centers closed is greater than the cost of opening.
“We have seen the impact on employees’ mental, physical, and emotional health up close through this pandemic. Most of our members are more than ready to be back in their community of fitness.”
As a point of reference, the Toyota facility is open 24 hours a day and is fully staffed at all times. In the last month, it had nearly 8,000 visits and offered about 40 on-site classes each week—all of which were fully distanced, with a maximum of 10 students and a face mask requirement.
If you have on-site facilities that support employee health and well-being, begin planning now for how to manage those facilities when employees return. Don’t set it aside until later or until you make other decisions. Instead, view these facilities as an important way to support your team’s total well-being. It may be one of their few opportunities to take time for themselves and focus on self-care.
Your (Immediate) Role in the Future of Work
Many experts are still weighing in on the future of work after COVID-19, with some predicting significant shifts in labor demand and occupation choice. But, many of these considerations are largely out of our control.
As HR leaders, our immediate priorities are communicating the safe return to work, the company’s position on vaccinations, and what measures you’re putting in place to emphasize employee well-being (whether virtual or in person). The ultimate goal is to develop thoughtful, well-paced strategies that meet the company’s needs while supporting understandably pandemic-weary employees.
Tayva Bancroft, SHRM-SCP, is Executive Director & HR Business Partner, HealthFitness.
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