In the last year and a half, the coronavirus epidemic has disrupted work in a way we have never seen coming. Business leaders had to reorganize their business models in order to stay in business and mitigate the effects of the epidemic. As part of such responses, companies have redesigned their work structure so that all or most of their employees can work from home. Whether this could help companies get the product they needed, it was accompanied by enormous challenges, including increased stress in the workplace, inadequate technology, and deteriorating social isolation. Now, with widespread vaccinations and reduced infection rates, employers are considering reopening their offices.

This will not be an easy decision for employers or employees.

A survey by the American Psychological Association found that 49 percent of adults feel uncomfortable with the idea of ​​returning to personal responsibilities in the office. Another study by Envoy found that 66 percent of employees said their health or safety concerns at work could prevent them from returning to the office.

So this is not going to be an ordinary business for organizations. These concerns and fears of employees are the levers needed to drive a thriving post-epidemic workplace. Therefore, your office is not ready to reopen completely unless further changes are made.

Review your work culture

There is a growing trend in the corporate world where businesses are seeing massive employee redundancies, changing prospects and needs, and fostering drastic career changes. The big resignation forces employers to re-evaluate their company’s pre-epidemic value systems and how they affect employee behavior.

Outbreaks appear to be exacerbated during this time, as well as in social isolation. This paradigm shift greatly affects employee behavior; համար for the employer, it should push the workplace back to normal.

Employees now want a job that prioritizes their health, not just their physical health, but their financial, emotional, and mental health. During the epidemic, the workers faced the worst times of their lives. Employees return to offices frustrated by the loss of loved ones, financial stress, heightened anxiety, and depression. Therefore, one of the measures by which they will evaluate their employers is how much support you can offer them at this time.

What programs have you provided to your employees regarding mental health support? What policy changes have been made to your organization’s employee benefits and allowances? How will you deal with workplace stress in the future? Are there any ways to support the financial well-being of employees?

These are the main post-epidemic indicators of the workplace, և if you do not currently have the answers to these questions or have answers that do not meet the new normal requirements, your office is not ready to reopen completely,: you may soon become a victim of mass resignations shocking the corporate world.

These failures require major policy changes և changes in your organizational value system to rebuild your company into an organization that enhances overall employee well-being. Therefore, you may need to review your corporate health strategies, financial well-being initiatives, and the role of your employee support programs. Involve your employees in effective feedback to find out what they need, what solutions work for them, և Inject these solutions into your organization.

Create health and safety guidelines

Safety is a basic human need, whether it was a potential problem in the workplace or an increased need due to the epidemic. Employees want to see specific steps your organization can take to mitigate their health risks in the context of an epidemic.

Even vaccinated people still have breakthrough infections that can be potentially life-threatening for people with concomitant illnesses. Consequently, workers with chronic illnesses, including diabetes բարձր high blood pressure, are not at risk, and they do not want you to do the same. There is also a general concern about transmitting the virus to unvaccinated people during vaccination, which can eventually lead to clusters of waves of infection.

These are reasonable concerns for any employer seeking a full reopening.

What are your guidelines for COVID-19 testing, screening և vaccinations? Will you create a mask or a vaccine mandate? Will people be allowed to work freely without wearing masks? Will your employees undergo routine health checks, such as temperature checks և symptom screening? These guidelines should be clearly stated in your new policy և should reflect local guidelines.

For example, if employers may require all employees to be vaccinated against COVID-19 in the workplace, according to the Equal Employment Opportunity Committee, they should also take into account certain reasonable concerns about exceptions.

The Biden administration’s recent mandates by employers to vaccinate their employees, constantly changing the rules, create a lot of chaos for employers who think best practices can not be reversed. There is. GHA, the leading health accreditation body headed by the former Joint Commission գլխավոր գլխավոր գլխավոր գլխավոր գլխավոր գլխավոր գլխավոր գլխավոր գլխավոր է գործ::::::::::::::::::::::::::::::::: its employees, customers և visitors. It is designed for any organization that focuses on return-to-work strategies, maintains a culture of flexibility, develops a more purposeful vision, mission, and values ​​of well-being.

The initiative demonstrates the employer’s commitment to employee safety, health, confidence, and confidence in the employer’s ability to reopen the workplace safely. GHA helps businesses develop clear, transparent, and informed policies that focus on reducing the risk of infection, maintaining a safe work environment, and improving employee health and well-being.

GHA for Business helps organizations develop key elements of accreditation, including emergency preparedness, response plan, safety compliance և compliance, risk management, benefit alignment և commitment to physical, mental և emotional well-being of employees.

The Americans with Disabilities Act (ADA) requires employers to provide reasonable benefits to workers with disabilities that exempt them from vaccinations. In this situation, employers need to engage with employees to determine the changes that need to be made to their work structure as a result of those adjustments. Under federal law, workers who sincerely profess religious beliefs that exclude COVID-19 vaccines must be adequately accommodated without discrimination. Whether what is considered a “sincerely preserved” religious belief is difficult to establish, employers should indicate what religious facilities are allowed and how they may affect the employee’s work structure.

Your health և safety guidelines should also be clear about the steps to be taken when an employee reports an illness. Your strategy should include effective employee restraint, isolation, and contact with local health authorities. Your policy should encourage employees who are ill or exposed to the coronavirus to report their illness և exposure և stay at home, whether or not they have passed the COVID-19 test.

If employees are afraid that they may lose their job if called in, they will come in anyway, but will avoid reporting their symptoms. This, in turn, reduces your workplace safety plans and puts others at risk.

Your workplace safety guidelines should include other risk reduction strategies, basic infection prevention measures such as social distance, regular surface cleaning, hand sanitization, physical restraint to prevent transmission, and employee և visitor hygiene information.

Review your work model

While business owners are trying to bring everyone back to the office so that the activity is as close as possible to normal, it is just normal for us, և it became clear that not everyone has to work on site to get the job done.

Work with R HR managers to determine which functions, tasks և roles need to be returned to work to be effective և that can continue to work in practice. At the same time, put the employee’s needs in context. Assess employees to see how they relate to different types of work, what their specific needs are for each type, what types contribute to their overall well-being և productivity.

Many companies are already introducing hybrid work models that will replace the standard work model. For example, Microsoft has designed a 50/50 hybrid work model that allows employees to work from home for at least half the time and work the rest of the time. Employees are also allowed to negotiate more remotely based on their needs.

Similarly, Citigroup has redefined its work plan by allowing a 50 percent split between hybrid / remote work and on-site work. In addition to who or what role best fits the remote model, employers should provide the necessary technology and support for remote workers. Make plans to combat fatigue from home, open communication channels to ensure that remote workers are kept within internal interactions, and re-invent your health tips to meet employees where they work.

Even if your organization needs all the employees in the office, develop the right plan for it. Establish a step-by-step approach to returning your staff to the office to properly assess, mitigate, and manage COVID-19 risks.