Tag Archive: blog

  1. Blog: How to take care of the people you let go

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    How to take care of the people you let go

    How to take care of the people you let go

    HR in Hospitality event Blog: Esther O’Halloran, Chair HR in Hospitality, 10 December 2020

     

    Many of us are facing the challenges of restructuring and redundancy, but how do you achieve this whilst maintaining your values. 

    Here are some great value added advice, top tips and best practice around outplacement support and how you can help transition your employees. Victoria McLean, Founder & CEO of City CV, a leading  international career consultancy providing cross-sector, cross-function outplacement support will share their thoughts on what you need to consider during these difficult times.

     

    1. Be proactive: build a strong strategy before you make need to make redundancies as this will help stabilise not only those who are left but also future ee’s (think of the 2008 banking crisis crash and the impact this had on organisations). Tip one# Devise a career development strategy as this will reassure staff that you are taking positive action. Tip two# Have a redeployment strategy let them know about other opportunities as this is a positive message. Tip three# Keep communicating even when it is difficult, engaging early will protect their mental health and that of the business and help reduce some of the panic that could set in, so dedicate proper resource early.

     

    1. Protect your ER brand: “It takes 20 years to build a reputation and 5 minutes to ruin it” Warren Buffet. It is a critical factor in protecting your brand that you maintain the belief that you look after your people and recognise the sensitive situation you are in. Put effort into getting it right, think about the media headlines where we see “Heroes and Villains” and a major backlash on companies that are treating their staff unethically. Those you lose will talk to others and the last thing you want them to say about your company is “that it was brutal they did not care!” you want to hear them say “they treated us well”. Glassdoor is the employee TripAdvisor for companies so keep your record clean. Tip one# Communicate in a transparent and collaborative manner so people do not feel bad, you want to create brand advocates not critics. Tip two# Outplacements can vary across hierarchy, so you might have different programmes for different levels. Tip three# Show how much you value the people you are letting go and that you are supporting them to move on. Look up the full message from Brain Chesky, Co-Founder of Airbnb  https://news.airbnb.com/a-message-from-co-founder-and-ceo-brian-chesky/ who wrote an incredibly powerful message to all their employees who were staying and leaving and created huge good will among their customers and employees.

     

    1. Employee Wellbeing: Mental health is critical at the moment so support your entire workforce, we know the amount of job losses across the UK is huge with lockdown after lockdown impacting hospitality particularly hard. Everyone going through this will personally feel fearful of losing their job and be hurting, so what can you do to alleviate that mental stress for your people. Engage sensibly don't rush in, try and protect everyone’s wellbeing Tip one# provide the tools that support wellbeing. Look up City CV Refinery App this has loads of useful tools. Tip two# signpost early, tell people what each of the next steps will be, give them access to key contacts and support such as your EAP, Hospitality Action, MIND or charities where they can get support on dealing with negative thought patterns. Tip three# think about extending the wellbeing support to everyone not just those being made reductant. A robust and transparent outplacement support will make huge difference.

     

    1. Take a bespoke approach: adaptable and flexible personalised outplacement support can mean the world to employee’s and for those who have been with you for many years it can make all the difference. That extra support can help them choose what is best for them to move on swiftly. Tip one# one size might not fit all, so tailor for different levels and job families. Tip two# don't make assumptions on what anyone’s needs might be, the market has changed so much. People will be feeling vulnerable so allow them to choose the best options for them, it helps them feel they are in control and makes them feel stronger. Tip three# allow all of your staff to plan for their future and help coach them through internal pathways which will support retention and might open up more internal routes for those who are still with you. “It takes years to perfect the art of writing an interview generating CV” Outplacement support can be really inclusive.

     

    1. Value your alumni: think about the value you have in the people you are making redundant you have invested heavily in them and you never know when you may be able to rehire a former employee. Boomerang employees are a talent pool you cannot ignore. You can cut the cost of hiring someone new by 50% if you rehire those you have let go, they already know your culture. It also speaks volumes and adds credibility to you being an employer of choice when you rehire. Really easy to keep the door open and connections going through social media and help you recover at pace. Tip one# arrange exit interviews to understand what might be going on and keep your relationship with them going. Tip two# establish good channels to keep in touch identify specific talent you may want to rehire and make the effort to keep in touch. Tip three# set up an Alumni group to stay connected particularly with larger groups, LinkedIn makes it easy. Hilton have done this well there is great example of how an online Alumni network can work on LinkedIn. You never know when you want to rehire and their strapline is “always be part of team Hilton” and it is a great way to share ideas.

     

    1. Maintain productivity and morale: ‘survivors guilt’ is real and has a huge impact on the productivity of those who remain employed, they can see how you treat the ones who are leaving. Consider the impact of your actions on how your remaining employee’s view you as an employer. Show you value them. Tip one# extend wellbeing support to all your remaining teams, they will be missing their valued colleagues. Tip two# provide coaching or online resources as redundancies in one part of the organisation can make others want to start job hunting too, as they worry they might be next in the firing line. Tip three# think about providing some practical support for those who might have taken on more responsibility as their colleagues have left.

     

    People will appreciate the value of what you are doing and feel positively about their future with you, remember they will be sharing their thoughts widely on social media, so it is beneficial to look after your teams, both those that remain and those you have had to let go.

     

     

     

     

  2. Blog: HR in Hospitality – 5 Steps for a healthy return to work

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    Blog: HR in Hospitality - 5 Steps for a healthy return to work

    Superwellness & Inspired Ergonomics Webinar 17th June 2020 by Esther O’Halloran

     

    This was the second in our webinar series during lockdown and it has been great to be able to offer informative and interactive events in this format.

     

    As many of us return to work, employers are investing extensively in adapting workplaces to maximise the safety of employees. We are in a great position to take lessons learnt from other countries and research that has been ongoing since the pandemic began, to understand the significant risk factors aside from our environment that is involved in a return to work. Two big aspects of this is the mental and physical side of being ready to reopen and welcome our guests and employees back into our workplaces.

     

    One of the biggest changes aside from furlough has been homeworking is it here to stay and what are the implications for employee health?

    Posture & Movement: So many of us have been working from home so we are moving less or using poor seating or desk areas. This increases back pain which has arisen due to; bad posture, less exercise, poor eating, using our dining tables, ironing boards or coffee tables as a desk which are either too high or low. How many of your team are working in this way? It is not ideal and cannot be prolonged if you are thinking of continuing with a higher percentage of working from home.  Your team could be storing up issues for the future so check and make sure early interventions are happening.

     

    Think about when they come back to work in the office, will you go back to the same set up or is this an opportunity to make improvements for where people sit and work? Small adjustments such as; monitors at eye level height straight in front of people, using a mouse on a laptop, sitting back in your chair. All of this will help stop the constant build-up of pain and will help reduce sick leave (stress and back pain are the biggest reasons for sickness absence). Look up the HSE working from home set up advice and ensure you follow this under your duty of care, what have you done to look after your staff whilst they continue to work from home, do they have the right equipment they need?

     

    Unhealthy eating at home.  How to stop yourself eating all day long is really hard, even more difficult if you have school age children also at home. So put some structure in your day and support employees to change their eating behaviour. Get them to look at the environment around them, is it conducive to healthy habits (healthy snacks in reach not sugary ones). Changing behaviours through guidance is often not enough during times of disruption, so set competitions with your teams to post healthy recipes and food they have made.

     

    Conditioning our health in the face of Covid-19

    Idea: You may want to take each of these 5 points and practical tips as a topic of discussion with your teams focusing on one area each week.

    1. Metabolic health – reducing the impact of high BMI and blood sugar fluctuations. High BMi over 30 doubles the need for hospital treatment with Covid, diabetes is a major factor also. These can be influenced with diet and lifestyle, set yourself a 10 day sugar challenge, simple steps such as half your sugar in coffee, or swap milk for dark chocolate so your taste buds renew themselves. It only takes 10 days for them to change and it becomes easier.

     

    1. Back health – addressing posture and movement. Key in back pain recovery is to reduce the inflammation and our bodies can naturally help us heal. Lack of oxygen in muscles and tissues is often a cause, any motion or movement is helpful so we need to be more proactive with exercise and moving around when sitting for long periods at home. We can no longer wander over to a colleague to chat about an idea or move around to deal with a customer, so If you are sitting a lot take regular breaks every 30-40 minutes or an hour at the most. The tip is to vary your position even just standing up to boost the oxygen nutrients can help, variety is key and break it up during the day. Most of us in hospitality are used to standing all day so to get ready for when you go back whether it is from homeworking or being on furlough get your teams moving around a lot more again.

     

    1. Immune health – fascinating new facts about Vitamin D and Covid, creating a healthy work space based on new guidance. Role of vitamin D can be easily addressed and has a massive impact on how Covid can develop. Lots of studies to correlate vitamin D levels and mortality, adequate levels could cut your risk in half. Fortified food and supplements can help you if you are not able to be out in the sunshine as much (when we have sunshine of course), to help you modulate your immune system. Get a vitamin D check you can order kits on line that are cost effective, also increase anti-inflammatory foods and reduce  processed foods, fats and sugars. Think of the Mediterranean diet wonderful tasty food that is rich in oily fish, veg, olive oil eaten on an 80-20 basis can be very effective.

     

    1. Mental health – ‘Corona-anxiety’ and how to support your employees  - mental health has been a big challenge unsurprisingly burnout and feeling anxious are high at the moment with people having to juggle many things. Tips such as going for a short walk in nature (close by park or green) and sunlight as often as possible helps, so resume your lunchtime walking groups or encourage them to start it is possible even with social distancing to do this. When sunlight hits the retina it starts the release of serotonin and this is good for mental wellbeing. Make sure you have good structures and routines in place to rebuild elements of control people feel in their workplace, re-educate them on any changes you have made. Food is also a good opportunity to plan and put structure around such as meal times as this ensures regular breaks. Take time out and diarise a balance of social and work activity. Ergonomics impact on mental health is also important, so make postural changes, tips such as; extend your spine, sit up straight, breathe, hold hands behind your head and open your shoulders (simple yoga poses really) all can help balance the mind and how we are feeling.

     

    1. Sleep and recovery – top tips from ‘strategic pillows’ to Epsom salt baths. There has been a lot more corona anxiety and vivid dreams during this crisis and we know that sleep underpins all 4 areas above. Sleep has an impact on our metabolism, appetite and the way we feel, lack of it can deplete the immune system and disrupt our stress hormones or moods. We all know that we should minimise screen time at least an hour before bed as (blue light) disrupts our body clock and stops the melatonin production (maybe avoid the 10 o’clock news). For a physical good night’s sleep think pillows, mattress, stretching before bed all these can all help make a difference.

     

    A recording of this webinar is available below and the slide deck will be available on our website under Resources.

     

    Esther O’Halloran, Chair of HR in Hospitality

     

  3. HR in Hospitality ‘Soundbites’

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    Preparing your team

    Be ready for the lockdown lift

    Join Sally Prescott - Director at Zest for Life as she draws from her own personal Covid19 experience to offer tips and suggestions as you prepare your team to return to work after the lockdown lifts.

    Zest for Life

    Sally is Founder and Director of Zest for Life Ltd, responsible for building the business into the leading provider of development programmes, coaching and leadership excellence in the hospitality sector.

  4. Slow down, give it time, keep well

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    I think most of us were expecting the three-week extension to UK lockdown last week. In reality, we realise that this is the best course of action, however difficult it might be. We know that by staying at home we can help to slow down the spread of this awful virus, reduce the impact on the NHS and help save lives.

    It’s still ok to feel anxious, stressed or upset about the reality you find yourself in. Sadly, for those who have tragically lost friends and relatives life will never be the same again.

    Good things are happening 

    I’ve been reading about amazing things happening in the hospitality, leisure and retail sectors. From redeploying employees to providing care packages, food deliveries and accommodation for NHS staff, it’s so uplifting to see how everyone is pulling together to support one another at this difficult time.

    I don’t know about you but I’m finding the slower pace of life quite refreshing. In normal life, we’re all in such a rush to achieve things, to get to places and expect others to do the same. In recent weeks I’ve started to notice things that usually pass me by, like the amount of birds that visit our garden.

    The enforced slow down could be a blessing in disguise. Have you noticed any positive changes in your life?

    Time and space to adapt

    An important lesson I’ve learned through training over the years is that less is more.

    I focus on a single concept that can improve performance, repeat it and encourage participants to use it. This helps to reinforce the message and increase understanding. Given time and space to take on board new information, delegates are more likely to use the tool they have learned. It helps to improve performance and makes the training more effective, delivering a greater return on investment.

    On a similar note, if you’re managing or leading a team in these difficult times, try to give your people the time, space and support they need to grasp their new way of working. Perhaps you’ve noticed behavioural changes or someone who is usually vocal seems quieter. If people are struggling with new working conditions, systems or processes, show patience and offer assistance where they need it. It might take time to adapt but they will appreciate your support. 

    It’s unrealistic to expect everyone to adapt at the same rate in the current climate. Time and space is what we all need.

    Boost your self-awareness

    As discussed in my last post, a sense of self-awareness is so important right now. Keep checking in with yourself on a regular basis and seek help from friends, family or colleagues with situations or feelings you’re finding difficult. 

    I think spending this extended period of time with the people we care about will teach us a lot about ourselves; the things we all need in order to keep well. Perhaps, over time, we might all learn to take better care of ourselves and each other.

    If you completed the self-reflection exercise I shared in February, now is a good time to review it and consider what you might do differently when you have the opportunity to move forward again.

    Here are some other activities you might consider to ensure you, and those closest to you, keep well.

    Exercise classes

    We need to keep moving to keep our muscles strong and our brains alert. Now widely available online, there are plenty to choose from to suit all interests and abilities. Over time you’ll see the impact on your physical and mental wellbeing. I’ve really enjoyed joining Joe Wicks’ 20-minute PE class at 9am each morning.

    Learn a new skill

    Maybe you need a challenge or there’s something you’ve always wanted to improve at, like cooking, learning a language or craft. My nephew has decided to learn sign language and I’m enjoying getting stuck into reading.

    Time to talk

    Conversations with loved ones and members of your team let them know you are there for them. I’m not technical but find FaceTime and WhatsApp easy to use for face-to face conversations. Seeing a face makes such a difference rather that just talking on the phone. 

    Celebrate special occasions

    Whilst we can’t celebrate with colleagues and loved ones in person, we can still mark the special dates in our lives. Celebrate team birthdays with online singing and send an e-gift card instead of a physical one. Perhaps have a date night at home with your loved one. Make an effort to get dressed up to make it that bit more special.  

    Relax and focus on you

    Even with a demanding family at home you can still allow yourself time to be calm and reflect. How you do this is up to you – listen to music, take a relaxing indulgent bath, dance, meditate, do yoga, read or just be on your own.

    I appreciate that not everyone will have the headspace to cope with learning a new skill right now. So choose one thing that’s right for you and consider adding it to your daily routine over the next few weeks. As you adapt and make time for the change, it will become part of your new life. 

    Just like training a new performance management concept, if you want the learning to be effective, you need to give it time.

    I’ll end with a word of advice – try not to put too much pressure on yourself to do any of these things. Sometimes it’s ok to just be, to appreciate your family and your surroundings. 

    Now listen to those birds tweeting outside.

  5. Why perspective and reality are so important right now

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    My original plan for this month’s blog was to investigate how people’s behaviour could cause stress or frustration for others. I was going to look at how one person’s reality is very different to the next. 

    But oh my goodness how our reality has changed over the last few weeks!

    As many of us settle into the reality of self-isolation, it’s now more important than ever to be considerate, empathetic and respectful of others’ feelings and perspectives. We should all check in regularly with colleagues, family, friends and neighbours – to ensure they’re physically and mentally healthy.

    Your listening skills are one of the greatest gifts you can give to others at the current time. Ask the right questions and you’ll soon be able to understand the person’s reality. It might not be as you expected.

      

    What about you? Are you ok?

    At the same time check-in with yourself. I want anyone reading this to know that I’m here if you need to talk. 

    If you need support or guidance in your new work reality, I’m available for online coaching. Webinar training and development is also highly effective for teams.

    If you find yourself with time to reflect, try the free self-reflection exercise we shared in last month’s blog. It’s a great way to consider the people you want to connect with over the next few weeks.

     

    Zest for Life’s reality

    The reality for Zest for Life right now is very strange and very different to the start of 2020. It’s taken some time to adapt to our new circumstances. So much of our business is conducted face to face within the hospitality, retail and leisure sector. This means most of our client training and development sessions have been postponed until June. Even then, we don’t know if these will go ahead. But I understand this is the new uncertain reality for so many of us.

    I’m an active person so my aim throughout this is to keep busy. I’m using the time to focus on my voluntary work and to plan for the future.

    I continue to conduct webinars with the Springboard charity leadership team. We had a golden breakthrough moment in our last session and it felt brilliant! 

    Radio Lollipop is another a charity I’m involved with. I’ve been a Trustee and volunteer for 29 years. Working remotely with the new team in New York, it’s wonderful to see the spirit of Radio Lollipop developing from session to session. 

    Although this is all unpaid work it’s very rewarding and a welcome change to do something normal.

    I’ve also put myself forward as a coach to the NHS and I’m waiting to hear what this role might look like. They’re looking for qualified mental health specialists, counsellors and coaches who are willing to help. If you’d like to get involved get in touch here.

     

    A little ray of sunshine

    Across the world, people are slowly coming around to the reality of remote working. Parents juggling childcare, homeschooling and caring for a family with working from home are looking for support and guidance. I’m experienced in running online training and video coaching sessions so when a colleague asked me to help out with delivering their Productive Remote Working training I jumped at the chance. I so enjoyed connecting with people again! 

    If you’re interested in running this programme for your teams get in touch and I’ll ask my colleague to drop you a line.

     

    Focus on the positives

    I believe every cloud has a silver lining and my reduced workload has provided some much-needed headspace to focus on writing my book. It’s top-secret at the moment but I’ll share more before I publish later this year.  

    I’ve also had the time to update our Exceptional Service Makes Sense and Exceptional Leadership Makes Sense programmes. It’s always been our intention to make these available as webinar programmes, as open courses or closed and dedicated for remote teams. If you’d like to find out how you can access these please let me know.

     

    Your task for the week

    If you do one thing this week, please take the time to check-in and find out if your colleagues, friends and family are managing ok in this uncertain reality we’re facing. Even if you’re feeling good it doesn’t mean that others are. 

    And if you’re not coping with your reality, find someone you can talk to. No matter how simple or insignificant your problem is, seek help to get back on track. It’s good to talk, to be heard and considered.

    Stay safe and well

  6. Coming back to work from Covid-19, so where do we start?

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    Coming back to work from Covid-19, so where do we start?

    Covid19 has changed the face of business working! We now know the government have issued a brief roadmap for businesses to follow to get people back to work and enable the economy to slowly recover. So it is critical that every organisation now has their own clear plans to get their business fully operational and moving forward. According to McKinsey Covid-19 Global Health and Crisis Response April 2020 “we have to start with what we know, accept that the world has changed and that we have no choice but to change with it”. So how ready are you for getting your business and teams back on track both physically and emotionally over the coming months? Here are a few things to consider in your plans to return to work.

    We know that trust, a sense of community, risk and security will be important and that ways of working will never be the same again. HR teams, business leaders and organisations will be judged on how people have been treated and if this is in line with your values. It is crucial to find the balance between keeping staff happy (which is operational) versus doing what’s needed to survive (more strategic approach). You may have had to think differently about the service you offer and the way you plan your workforce. The McKinsey study states that when everything is in chaos, a clear framework is helpful and so suggests a five-horizon framework for thinking through and acting on the implications of the disease. The challenge will be working through this framework:

    • Resolve – address immediate challenges to workforce, customers and partners
    • Resilience – address near-term cash management challenges
    • Return – create a detailed plan to return business back to scale quickly
    • Reimagination – create what your ‘next normal’ looks like and the implications
    • Reform – be clear about how the environment in your sector could evolve

    We have already seen substantial changes in flexible working approaches with many teams being forced to work from home at short notice, many for the first time ever and managers having to innovate the way they lead to keep these teams motivated. Some, however have seen a surge in demand for services and have found that teams are often stretched. Whatever, your response was you need to make sure you are gathering insight and running a lessons learnt in order to plan to move forward. Ask yourself what worked, what didn’t work, what do you need to change? Closely monitor and keep on top of what is happening around the globe as different countries are at different stages of their return, what are the lessons learnt from their experiences or approach?

    Is it time to break some of those bad habits?

    Productivity is an issue we had before Covid-19 so maybe now is the time to consider solutions to bring out the best in people whilst maintaining that sense of purpose and break some of those previously bad habits in your workplace.

    1. How productive have your employees been? Measuring productivity will be key in deciding if the working day or week can be shortened. The average worker is productive for around half of the normal working day, so maybe it is time to split the work day or week.
    2. How much time do people spend in meetings or travelling to them? Having seen first-hand the benefits of using technology such as Zoom or Microsoft Teams is it time to reduce the amount of senseless meetings that take place for the sake of it?
    3. How much time is spent on useless emails? If the average worker receives 200 emails a day, many of which are irrelevant CC or BCC this could mean that half their time spent on responding to or reading emails is not productive!

    Where to start and what do you know?

    You will need data for insights to create a detailed plan to ensure you have the right people in the right jobs at the right time within an affordable budget.

    Ø Business Strategy and direction – what is your current situation short term and what are your longer term plans? What business/customers have you retained or lost? What are the overall growth or contraction budget constraints? What are the plans for introducing or withdrawing services in certain areas or moving into new markets? What are the planned timeframes? Has your business model fundamentally changed?

    Ø Workforce Analysis to identify any gaps – so what data will be helpful? Know what people and skills have you got still, where are they what work do they do, how many people have you lost and are any of them in critical roles? If you have laid people off will they be likely to return. What are the gaps now? Prepare your own playbook pack full of data and info that is irrefutable.

    Ø Review structures - what has been effective, are you achieving workplace agility and flexible working conditions, how much of this do you want to retain? Has having people working from home been more or less productive? Have you discovered some hidden talent and found some are more suited to other roles or have been able to cope with the stretch in demand, but this might not have worked for everyone.

    Ø Scenario Planning – think about best and worst case. Some are saying at best 60-65% of people will return to offices by year end, so what would this mean for you? Who will continue to work from home? Assume lockdown will not fully be over in a real sense until July or August but what if you had to go into lockdown again later this year, are you prepared for that? Prioritise risks in terms of their likelihood and their impact and test the different business and workforce plans against different scenarios. We’re in unchartered waters in respect of knowing whether there will be a second wave, so it is reasonable to assume you should be prepared. Above all make sure your contingency plans are robust enough going forward and test your assumptions.
    Planning for getting back to a different normal
    Implement every aspect of your planning but keep it under constant review as you shape your new normal.

    Ø Phased return – consider phasing in people working on different days of the week or splitting shifts throughout the day, this could be by teams, departments or individuals depending on the size of your business. How about ditching the Monday to Friday norm and move to a 7 day operation? Whatever you do, you need to ensure you follow a fair selection process based on your business needs. Many people have found lockdown quite traumatic so be mindful of this, allowing those to come back when they are ready and giving them a variety of options.

    Ø Restructure – do you need to reshape the hierarchy within your business or downsize if you have not already done so? Review your policies on redundancy and working hours to ensure flexibility. If you need to lay some people off permanently to preserve cash flow is this a last resort have you thought of what else could you do?

    Ø Resourcing options – what can be outsourced? How might you entice back those who may have gone on to volunteer in other sectors? Don’t forget some of your staff may have returned home during lockdown and may have no means or plans to return to the UK. If you need more people can you tap into other sources such as; women returners (there are some good case studies examples from Amazon and Sky paid 6-month placement) or under considered previously excluded groups those with a disability or criminal record.

    Ø Automate - as many processes as you can to save on admin time and effort. Technology has been key to communication so rethink how business/team meetings have happened and what you might do going forward to reduce travel or time spent in useless meetings. Maintain remote working where you can whilst increasing flexibility of desk or work space use.

    Ø Re-boarding – think of this as a bit like your normal induction or maternity returners process. Many people will have either been furloughed or working from home how are you going to get them back on board with your company values and direction and what the ‘new’ business looks like.

    Ø Upskilling – prepare to future proof your organisation. Have you made the most of this time to provide training for your teams even those on furlough by significantly increasing access to online training? How are you going to use digital tools going forward?

    Ø Educate - your teams about social distancing in your workplace and what this means, (not forgetting practical things like screens, hot desks or sanitisers) or how to use common spaces. Do you need to install temperature scanners at your entrances to ensure people feel safe?

    Ø Wellbeing - focus on a physical, mental and social level. How many have been off on sick leave and how will you plan for people getting used to being back at work? What plans have you in place to reassure them it is safe to return. What about those who may have suffered a bereavement due to Covid-19 how will you support them? Can you extend holiday or unpaid leave? What about those with underlying health problems do they need different support? Mental health should be on your radar from day one of any return.

    Ø Social Responsibility – many businesses have encouraged volunteering or provided services not for profit to help out in the care or health sector or with food bank donations. Is there an opportunity to continue with this activity, creating that sense of community where you operate?

    Whatever you plan to do, act as responsibly as you can and be empathetic.

    Esther O’Halloran
    HR & Business Consultant
    11 May 2020