Feeling overwhelmed with all of the planning required to return your employees to work?
You’re not alone.
Although there is a glimmer of light at the end of the tunnel with the release of BC’s Restart Plan, this doesn’t necessarily provide a clear roadmap for how organizations should re-open.
Here are some of the key concerns we’re hearing from employers:
1. Uncertainty around the right timeline
Organizations are stuck weighing the importance of getting operations going again with the risk of needing to shut it down if something goes wrong, causing more damage than a postponed re-open date. Employers need to think about who to bring back first, how to communicate it, when to begin this return, what milestones are involved, and what long-term changes all of this will mean for the business.
For detailed phase-in timelines, including how to use data to prioritize who should return to work first, contact our team of HR Specialists.
2. Health & safety compliance
The amount of health and safety considerations right now can feel daunting, but you don’t need to navigate them alone. Legislation specific to your region exists to keep worksites safe. In BC, check out WorkSafeBC’s hub. Simply being up to date with what is available through government and health officials and relevant to you will ensure your policies, controls, and return to work plans are compliant and effective.
If this still seems overwhelming (especially off the side of your already jam-packed desk), contact our team of HR Specialists to help!
3. Internal equity & employee morale
Mental wellness is at an all-time low. Whether it’s due to temporary layoffs, general anxiety, or feeling unsafe in our own home or workplace, emotions are high for employees right now. As employers, how can we ask employees to put themselves at risk by returning to work without triggering more issues?
On top of that, what about hiring?
Is it inappropriate to hire new employees right now? How do we manage this perception internally? And how do we ensure new employees are not making our worksite less safe?
Internal equity is a major consideration. For example, allowing certain employees to work from home when others need to come back to the office may not be well-received by all employees. Clear guiding principles to determine who comes back to work first as well as a communication strategy will be key factors in an effective return to work plan.
There is a lot to think about – but you don’t have to do it alone. In addition to all of the helpful online resources, government support, and information coming from our communities, Envol is now offering a customized Return to Work Package.
We not only advise and work with you to develop a return to work strategy that works for you, but we also deliver on the execution of that plan. Your plan will be compliant, effective, and tailored to you so that you can focus on the business priorities that will keep your company growing and successful for years to come.
Together, we will get through this stronger.
Develop your Return to Work Plan with our HR experts today!