L’Oréal's return to the workplace has just a few shortcomings: Tips on how to keep away from human useful resource and communication errors as firms transfer into the following part of pandemic plans
Calling all HR, PR, and internal communications professionals … there has to be a better way.
Reading this CNN article about L’Oréal and her return to office efforts made my heart beat faster. At a time when companies have so much at stake in helping employees navigate change and demonstrate leadership skills, this narrative appears to be lacking tremendous opportunities for connection, engagement and growth that the silver lining of the pandemic is could be.
If we could turn back the clocks to make better decisions that are in line with company values, here's what we recommend:
1. Bring HR, PR, and internal communications leaders together to reach them Back-to-work decisions. Weigh up the pros and cons and take into account all realities and looks. Ask yourself how employees react, what effect this has on engagement, work ethic, and even attitude. Think about how this will play out in media and social media. If you're expecting a lot of downside and little upward, think again.
2. Be creative with solutions to common goals. While reading, I felt there were only two options. This kind of either / or thinking pushes people away from each other in separate camps instead of being partners in a common goal.
3. Reflect on what you have learned. While no one chose to go through the pandemic, many companies are drawing positive lessons from new ways of working. We want to go back to the "normal", but we also want to recognize and incorporate the benefits.
4. Before making important decisions that affect them, listen to them first. Take a pulse check to see where your employees are when they return to work so you have the facts to make the best decisions. Your input can lead to better solutions, which is a win-win situation. Not to mention, you need to shop in for it to work.
The most important thing employees want is flexibility. This means that they understand the individual situations of each individual in order to be able to offer flexible options and solutions.
5. Promote an environment where employees know they can speak openly with their team leaders, HR teams or communication teams. It is better to open the door to constructive internal conversation than to let staff run to the media and speak anonymously for fear of retaliation.
6. When you are communicating big changes – like going back to work schedules – you have a smart and thoughtful communication plan In this way, the employees understand what is happening, the reasons behind the decisions and what this means for them. Give them the opportunity to process, ask questions, find solutions, and jump in willingly.
7. Make sure you don't lose critical ground. As hard as the year was, several silver linings have emerged from 2020. Some that come to mind are:
- How quickly and far have many companies enabled their employees to work productively and effectively from home when they are allowed to.
- See trust build between executives and employees as they work in new ways and focus more on the results than the time you spend in the office.
- Observe how leaders improve and improve their communication with their teams.
When companies get out of "pandemic mode," one of my biggest concerns is that they will be using shortcuts that are losing ground on these important achievements and failing to meet employees where they are today. Be careful that workplace decisions do not revert to old ways of working that may not work as well now.
8. Call the experts. If the house burns down, call the firefighters and let them do what they do best. Preparing the workforce for change at this stage of the pandemic is even more complex than when the world was closed because there are so many options and so many variables at play. Don't go alone. A guide to help you plan and inform employees and key stakeholders is a sign of strength.
As the saying goes, "An ounce of prevention is worth a pound of cure." So don't let the desire to "get back to normal" dissuade you from the many wins you have made with your teams over the past few months.
What Can You Do To Prepare For An Ounce Of Prevention?
– –David Grossman
Take with you this year's lessons as you continue to plan and implement important organization-wide communications.
Attend a 60-minute interactive webinar with the Grossman Group's team of experts on August 18th, 19th or 20th – Restarting Communication: Creating Your Communication Plan 2.0 for the Way ForwardReflect, rethink and restart communication in your company to achieve long-term success.
