Clarissa Windham-Bradstock is CEO/Chief People Officer of Any Lab Test Now, a leading national retail healthcare and lab testing franchise.
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The number of people signing up and rolling up their sleeves to get a Covid-19 vaccine is climbing by the day. In the United States, the Centers for Disease Control and Prevention report over 130 million adults are fully vaccinated as of this writing. President Joe Biden wants 70% of adult Americans to have at least one dose of the vaccine by July 4. The CDC is predicting a substantial decline in the number of cases of Covid-19 in the United States by July 2021. This means millions of people who’ve been working from home since the start of the pandemic will likely be able to return to the office in yet another pandemic pivot.
Employers should keep in mind that the thought of returning to a shared common workspace might leave their employees feeling anxious. A February 2021 survey by the American Psychological Association found half of adults surveyed feel uneasy about returning to in-person interactions when the pandemic ends — and that’s with or without a vaccine. Part of the apprehension could be tied to the unknowns surrounding how well the Covid-19 vaccines will work. Researchers with the CDC concluded in a recent study that the two-dose options, Moderna and Pfizer, are both at least 90% effective. Unfortunately, right now, no one can definitively say how long that effectiveness will last. This is a good reason for employers to put a proactive plan in place to help staff feel at ease when they do walk back into the office.
Step one of the new plan could focus on your company’s new flexible work schedule. Employees have worked from home for more than year, and getting back to the office grind might take some work. Spell out in detail what is expected of each employee. For example: “Employees are required to perform 40 hours of work weekly and the work hours should take place Monday through Friday during business hours. If an employee needs to work from home they must alert their immediate supervisor at least 24 hours in advance and receive approval.” Put all of this in writing and save it where employees can easily find it, like on a company web portal or in an office newsletter.
Another important step is addressing what we all hope will never happen, a Covid-19 outbreak in the office after returning to work. Just like the new flexible work plan, put each step in writing. Include exact protocol all affected employees must follow if someone tests positive for Covid, like: “Any exposed workers, even if vaccinated, must get tested and present results to an appropriate supervisor before returning to work.” Having written policies viewable by all workers provides clarity about standard rules and expectations.
Since re-entry anxiety is a very real thing, open lines of communication at the workplace are essential. There will be employees who are very apprehensive about leaving the safety of their home office to return to a populated workplace. You can help minimize employee anxiety through knowledge. The CDC recommends that companies communicate effectively in order to lay the groundwork for a back-to-work safety plan that addresses concerns in the office.
Here are some additional suggestions you might want to include in your safety plan:
• Create a post-pandemic flexible work schedule that meets the needs of employees and the business.
• Just in case, add a Covid-19 category to sick leave policy, one that might waive time off for testing or even required days for a quarantine.
• Encourage employees to frequently check in with supervisors to provide feedback about their new flexible work schedule.
• Hire therapists to be available to counsel employees who are struggling with transitioning back to office.
Controls set in place build a sense of security for staff who may be feeling unsure while easing back into the workplace. Helping staff regain trust in their work environment can only enhance their productivity.
Business owners and executives need to understand that while staff members re-adjust into the workplace, it may be wise to utilize an open-door policy allowing a hybrid or flex-time work schedule or optional work-from-home alternative. And always remember, the key to helping staff feel at ease is open communication.
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