Human Resource Solutions are vital during COVID-19 Crisis

Like that unwanted relative who expectantly dropped in on your family outing, the Coronavirus seems like it just won’t go away fast enough.  Unfortunately, just as Texas businesses seemed like they could start rebuilding from the past mandated “Shelter in Place” rulings; there is additional talk of tighter restrictions that will be implemented soon.

It was already bad enough that both Major League Baseball and the National Basketball Association have suspended/cancelled their season, but now Texas will potentially experience life without a football season.  Make no mistake about it, we are in a new world and have to understand how to navigate it to survive and thrive.  Your Human Resource Department will be at the front line of your business’s response to the COVID-19 crisis.

Every business will need to immediately develop, adapt and in many cases improve remote work policies and procedures.  With so much misinformation being spread by the mainstream media and even the contradicting information that has been presented by CDC in regards to the actual COVID-19 cases; HR representatives must keep employees safe and informed.

As changes continue to happen it will be important to see what changes will be more permanent and how you will guide employees and organizational leadership through those changes.

Remote work will be a permanent feature for more organizations.  That is a good thing, because in addition to workers moving to remote temporarily as we weather this crisis, many will continue working remotely at least part of the time after businesses re-open their doors.  Luckily, for most employers, the technology and communications infrastructure needed for successful remote work are available to employees.

However, HR needs to start now, collaborating closely with Finance, IT and other departments to develop and implement new rules. Among the questions that need to be addressed:

·         How will managers translate existing work rules, meeting schedules and communications strategies to the new reality?

·         Who will pay for remote workers’ connectivity and any required equipment, like printers, monitors, headset, etc.?

·         How will you recover them if someone quits or is fired?

·         How must job descriptions change to accommodate part- or full-time remote work?

·         How will you monitor and enforce attendance?

·         What HR functions must adapt – talent acquisition and development, discipline, benefits and compensation all introduce their own challenges in a remote work environment.

Of course it will be important to monitor and maintain morale within the company.  Creating a formal process for checking in with remote employees to ask how they are dealing with the added stress during the crisis and keeping on top of any issues after things return to a new normal.

Nurturing culture gets more challenging in dispersed workplaces.  Workers and business leaders tell researchers they believe a strong and well-defined organizational culture is critical to long-term success.  It sets the organization’s identity, helps form its mission and gives employees at all levels a sense of identity and purpose in their work.  However, culture is also vulnerable in times of crisis when decisions are being made on the fly and financial survival takes priority over almost everything else.  Unfortunately, culture is also impossible to automate.  Employee engagement, constant communication and demonstrated commitment to your culture by leadership are the only tools that will work.  It is hard to put culture at the top of HR’s priority list while you are putting out fires every day. But, if anything, culture is even more important now and can hold your organization together over the long term.

With the dire economic impacts of the COVID-19 pandemic becoming clearer by the moment, companies and whole industries are laying off workers and freezing hiring.  Talent acquisition and retention remains critical.  That may require greater reliance on contractors and temp workers in the early stages of the eventual recovery. But companies’ reputations among the candidates you’ll need longer term will depend on how they are treated during this crisis.

Keeping employees engaged, enthused and productive is one of HR’s most valuable roles and, often, one of your team’s superpowers.  Engaged employees are also healthier, a Gallup reports, and less likely to experience burnout.

With the number of people working remotely exploding, employers face new policy issues and, potentially, very real employment law concerns.  Potential compliance issues include:

·         Permitted employer actions under the ADA, FMLA, Title VII and other federal and state statutes and regulations.

·         The important ADA concepts of “disability-related inquiries,” “medical examinations,” “direct threat,” “undue hardship and other similar terms.

·         Leave policies and FMLA requirements.

·         Acceptable teleworking arrangements to protect employees.

Taking effective action requires leaders to conduct advanced planning and make strategic management decisions, all of which will rely heavily on the advice and insight only HR can provide.

Remember that the outbreak will pass and race relationships will continue to improve. Your employees and customers remember your businesses’ response and develop long lasting impressions of how you reacted during these times. Resilient, prepared, and people-first leadership will carry you through to the other side.

Questco is there to help you rebuild your labor force through a plethora of HR Services such as: Payroll Services, Benefit Plans, Benefits Administration, HR Technology and Workers’ Comp & Safety Services.

Charlie Reeves, Senior Business Development Manager, has decades of experience in Human Resource Solutions.  He is one of the most senior members at Questco and recognized for helping clients of all sizes save money, improve labor efficiency and provide the strongest support for HR Services.  As an entrepreneurs himself, he has lived the long days and sleepless nights on the road to success.  He brings the skill and scale to support you in the pursuit of your goals.  For more information on payroll services, benefit plans, benefits administration, HR technology, workers’ comp and safety services email Charlie.Reeves@questco.net or contact him directly at 936.521.5841.