COVID-19 Employer Advisory Session
ONEDIGITAL’S CORONAVIRUS ADVISORY HUB
Visit onedigital.com/coronavirus/ for resources on how to monitor, prepare for and respond to any healthcare, safety or workplace issues that stem from the coronavirus (COVID-19).
Back to Business Part 2 | Bringing Your Recovery Plan to Life
Julie VogesRegional Managing Director,
HR Consulting
Tom WimerNational Human Resource Consulting Practice Leader
Rebecca Blake,Principal,
HR Consulting
Marieta SmithSenior HR Consultant
Post-COVID19During COVID19
CULTURE
LEADERSHIP DEVELOPMENT
PERFORMANCE MANAGEMENT
PEOPLE ANALYTICS
TALENT ACQUISITION
TRAINING & DEVELOPMENT
HIRING & ONBOARDING
TECHNOLOGY SOLUTIONS
BENEFITS & COMPENSATION
COMPLIANCE HR OPERATIONS SAFETY & WELLNESS
Hiring, Development, Retention & Engagement
Slowed Down
Suspended
Furloughs & Layoffs
Salary Actions
Basic Survival
Temporary Shutdown, Alternate Operations ModelsOutsourcing Options
Resume Hiring, Ensure Comp and Benefits Are Competitive
WHY PLAN? THE HR ECONOMIC CURVE
Invest In Your People, Communications, Training, Coaching
Resetting Standards of Performance, Metrics and Timelines
Investing In and Developing Leaders
Focus on Culture anda Reengaged Workforce
Revise Policies and Prepare to Hire/Rehire
Create a Safe Workplace,
CULTURE
LEADERSHIP DEVELOPMENT
PERFORMANCE MANAGEMENT
PEOPLE ANALYTICS
TALENT ACQUISITION
TRAINING & DEVELOPMENT
HIRING & ONBOARDING
TECHNOLOGY SOLUTIONS
BENEFITS & COMPENSATION
COMPLIANCE HR OPERATIONS SAFETY & WELLNESS
Strategic HR Recovery: Ensuring SuccessFramework for Planning• Start with key strategic questions that
leaders should be asking• An opportunity to hit reset—how to
capitalize on this and engage your team in planning
Action Plan• How to ensure the success of your Return to
Work Action Plan• How to build in the necessary flexibility to
pivot
8 Recovery Focus Areas
• Leadership and Culture• Communication• Workforce and Staffing• Policy Structure• Total Rewards• Safety and Wellness• HR Technology and Operations• Training and Development
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Plan to plan and never lose sight of
the fact that this is a living document.
Leadership and Culture
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Do your decisions reflect the culture of the organization and your company values?• Work is a very personal experience• Leadership matters• Remote work is very real and here to stay• Planning is at the center of everything• Communication is the connector
Communication
Leadership
TechnologyPeople
PLAN
A comprehensive communication plan will enable a smooth transition back to work and guide responses for possible future outbreaks and eventualities.
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10-Step Communication Plan
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STEP 1:Analyze target
audiences
STEP 2:Define goals
STEP 3:Establish communications
team(s)
STEP 4:Explore communications channels and available
technologies
STEP 5:Create a timeframe
STEPS 1-5
10-Step Communication Plan
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STEP 6:Develop message
templates and frameworks
STEP 7:Identify ways to receive feedback
STEP 8:Get approval and buy-in
STEP 9:Implement strategy
STEP 10:Evaluate
STEPS 6-10
Workplace and Staffing
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Use this as an opportunity to re-evaluate your talent.• Adjustments to staffing
• Layoffs and furloughs• Salary reductions• Unemployment and shared work programs
• Work environment will change—both physically and emotionally
• Job descriptions and training opportunities
Policy Structure and Compliance
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Company Policies• Update or add policies
• Rehire• Travel• Telework• Video-conferencing• Attendance and PTO• Health and safety
• Establish rules for personal hygiene and office etiquette (including social distancing)
Compliance Considerations• Check CDC, OSHA, Federal, State,
and local guidelines• Hang FFCRA posters in the
workplace• Send remote workers FFCRA
information and guidelines
Total Rewards
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Total Rewards includes monetary and “hidden” benefits to employees:Rewards that hold value include:
• Time off and flex time• Education• Professional development• Being part of a great team
Compensation and Benefits
• Evaluate your compensation structure and philosophy – maybe this is a good time to shift your thinking about how you reward your team
• Look at your benefits to determine what changes you might want or need to make
Safety and Wellness
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Employer’s Role• Screening• PPE• Cleaning• Arrival & departure protocols• Policies for social distancing
Employee’s Role• Monitor and report symptoms• Adhere to PPE requirements• Take preventative measures such as
social or physical distancing
Manage Health & Safety
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It is the employers responsibility to provide supplies as needed to ensure the safety of everyone within the workplace.
Required:• Identify PPE required• Sanitize and disinfect• Ensure social distancing• Manage food safety• Guide visitors and vendors• Ensure health testing and privacy
PPE on hand Define cleaning
protocols Adjust physical space
and adapt workspaces Incorporate alternative
food options Develop health
protocols
COMPLETED:
Mental Health: Recommended Actions
• Commit to supporting employee mental health and removing associated stigma
• Over-communicate available resources
• Provide managers with training and protocols to follow.
• Ensure workplace privacy rights
• Encourage employee participation in decisions that impact stress
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Will your HR technology and current HR operations enable or disable your workforce?
Some key areas to review:• Data the organization needs to
make better decisions• Points of failure for critical roles
within the organization• Effectiveness of working remotely
and communicating with employees globally
• The visibility and accessibility of HR as a function
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Training and Development
Five Drivers of Connection1. Lead the individuals—not just the
organization2. Have confidence in the achievability
of the mission3. Provide work assignments that make
a vital contribution and are of interest
4. Make the employees perception of “work/life balance a priority”
5. Instill confidence in leaderships ability to manage and INSPIRE
Investing in your employees through the development of skills can facilitate a rebuilding of trust and increase loyalty.
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...Leaders must focus on reinforcing the employee's connections...
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• Leadership and Culture• Communication• Workplace and Staffing• Policy Structure• Total Rewards –
Compensation and Benefits
• Safety and Wellness• HR Technology and HR
Operations• Training and
Development
Planning
PHASE 1Soft Opening
PHASE 2Transition
PHASE 3Back to business, but not as usual
Opening
Visit OneDigital'sCoronavirus Advisory Hub
Visit onedigital.com/coronavirus/for resources on how to monitor, prepare for and respond to any
healthcare, safety orworkplace issues that stem from the
coronavirus (COVID-19).
ONEDIGITAL
ONEDIGITAL CORONAVIRUS ADVISORY
Thank you!