BY LUISA DE JESUS, CHRP, CHRL

How can employers help their staff to stay on task while navigating through this new blended work and home life situation that has become a reality for so many? What work standards and expectations are considered too much or too little?  To help businesses operate effectively in spite of COVID-19 and these unprecedented circumstances, we have identified five ways for employers to lead and help employees maximize their performance while social distancing.

Given the current COVID-19 reality, many businesses quickly had to pivot and move their operations online. They also implemented a work from home policy for their staff.  Depending on their business and whether or not their industry is considered an essential service, most employees have been mandated to work from home. That is if the organization can afford to stay in operation.  This has not only been an adjustment for employers, but for employees as well.

Adapting to change is always a challenge and like anything new, it takes time to adjust and means keeping an open mind.  Many employers question, ‘what are acceptable expectations for my staff’, as they navigate through this uncertainty. The reality is that working from home during a crisis like this is an unprecedented arrangement.  Many people have multiple children to care for, elderly parents to support, and spouses or other individuals also working from home.  

Intensifying these conditions is the toll that COVID-19 takes on business owners’ and employees’ anxiety levels and overall mental health. So how can employers help their staff to keep on task while navigating through this new blended work and home life situation that has become a reality for so many? What work standards and expectations are considered to be too much or too little?  There is truly no right answer or set benchmark. Each circumstance is different and every individual’s personal situation and mode of working is unique. 

To help businesses operate effectively in spite these unprecedented circumstances, we have identified five ways for employers to lead and help employees maximize their performance:

1. At a minimum, have a revised work from home policy or program in writing.  

The work from home policy should be communicated verbally and in writing to manage employee productivity from home. According to HRD Canada Magazine, almost 3 in 5 leaders cited the negative impact on productivity as a top concern during this pandemic. The written policy should provide clear guidelines regarding how to work from home and who to connect with for support if they are facing personal or business challenges.  It should also outline a clear expectation of performance deliverables to ensure operational objectives are met.  

2. Communicate more frequently using different platforms

According to Harvard Business Review, “communicating with transparency,” and constantly updating your team are both crucial elements of good leadership during this pandemic. There are various communications approaches employers can use: conference calls, calendar sharing, time tracking programs, and an employee-supplied summary of work performed daily or on a weekly basis, to name a few. 

3. Be open and flexible to new ways of working

 As an employer, it is key to remember that many employees, parents especially, are juggling three roles: that of a parent, a home-schooling teacher and a worker, all while facing the emotional toll of this health crisis.  It is essential that employers motivate and lead their teams effectively.  Only place demands on your team that are realistic during this difficult time.  

4. Motivate and encourage your team, while setting reasonable expectations.

 Trusting that your staff will be accountable for their work is a first step towards empowering your employees.  Some of your team members may require more management than others, depending on the individual. Ideally, they are fairly independent. A one-size-fits-all approach is not recommended, and may in fact even be counter-productive. Communication is a two-way street and so it is important to have conversations with your employees and be up front. Encourage them to raise concerns and ask questions, so they can effectively navigate their individual circumstances. 

Empower employees to run with projects and work through issues together.  Encourage supervisors to work on their leadership skills and encourage their direct reports to take ownership of their work. If you are an employer, be transparent with your team and let them lean on you for support. Assure the team that you will all get through this together.

5. Maintain company culture

Now more than ever, it is critical we stay connected.  A sense of community in the workplace is no longer an option and so finding alternative ways to maintain a positive employee culture is essential.  This can be achieved through weekly Zoom or Google Hangout call check-ins using video (reading facial expressions is especially important). Try social breaks via messaging or even a short daily phone call to check in with your employees.

If your business is in operation, you are fortunate to have your health and a business still to run.  According to Statistics Canada, 3.1 million Candians have been affected by either job loss or reduced hours. Whatever your personal circumstances are now, it could very well change and requires understanding, patience and the ability to adapt.  Remain open minded, humble and honest with yourself and your team. We are all in this together and we will prevail.

The team at LD Human Resources is here to support employers and help them navigate through COVID-19, and beyond.  We welcome you to reach out to us at anytime for a complimentary consultation.

About the Author

As the founder and owner of LD Human Resources, Luisa De Jesus, CHRP, CHRL is a highly motivated, results-oriented human resources professional with over 20 years’ experience in the professional & financial services, travel and tourism, and retail sectors. Luisa is committed to high professional standards that link HR best practices to business objectives and deliver results within changing environments. In her spare time she enjoys raising two very empowered little girls, being an advocate for mental health & wellness, and giving back to her communities in York Region and Toronto.