Preparing your business for a post-pandemic world

Preparing your business for a post-pandemic world – advice by Kate Palmer, Associate Director of Advisory at Peninsula

It may seem a long time away, but eventually, the coronavirus pandemic will come to an end and, when it does, employers will need to have plans in place to help staff get back to normal. As we try and return to normality, and potentially see lockdown provisions softened, what should employers bear in mind?

For many companies, putting homeworking options into place may have been an entirely new venture that they had not previously considered. While the initial reaction to the pandemic ending may be to return all staff to previous working arrangements, some companies and their employees may have been satisfied with the homeworking situation and could wish to make it permanent. Ultimately, it is up to employers if they permit staff to work from home. Still, they should consider the benefits of doing so, and the positives of being more flexible with employees in general.

Homeworking can be a useful way of helping staff to manage outside commitments, such as childcare, the outbreak may have intensified that. For example, if the UK lockdown eases, but the schools remain shut, staff may struggle to facilitate childcare. By allowing remote working on a more permanent basis, employers can help to encourage the loyalty and retention of staff. If such an option isn’t possible, it may instead be advisable to explore other forms of flexible working, such as part-time home working or a change in hours.

It is currently unknown how a relaxation of the lockdown will look, but one option that has been suggested is that a form of social distancing would continue. To this end, before bringing staff back to work, employers will likely need to make changes to the workplace that could permit a certain level of distance to be maintained between staff. Allowing remote home working to continue for some members of staff may offer a solution here as it will mean fewer bodies are coming into work. Again, in the absence of remote working, employers may need to consider other forms of flexible working to keep staff numbers down.

Some of the staff returning to work will have been furloughed, meaning they could potentially have been away from their job for a prolonged period. Therefore, it will be important to consider if they will need any training on new or updated aspects of their job, or simply as a reminder as they will not have done it in a while. It is also crucial that employers are prepared to be patient with their staff; it may take them a few days to get back to previous levels of productivity. Constant communication should be kept open with a workforce to keep them updated on the company’s current situation and invite them to bring forward any concerns they may have.

The coronavirus situation has been difficult for everyone and may have impacted some members of staff more than others. Employers should, therefore, clearly signpost any counselling services it may offer, such as an Employee Assistance Programme, that could provide further support and aid to employees. Managers should also maintain an open-door policy to encourage anyone struggling with their mental health to ask for help.