By Michael Switow
As Singapore eases its “circuit breaker,” the term used here instead of “lockdown,” the ways of working for most employees in the nation since the beginning of the coronavirus have not changed. Project managers, administrators, marketers, and even C-suite leaders continue to carve out space on their dining room tables and couches for Zoom calls, team meetings, and sales pitches.
Only employees who require specialised equipment or who need to be in the office to “fulfil legal obligations” like finalising a contract are allowed to go to the workplace. The vast majority of white-collar professionals must continue working from home.
Are you doing enough to tackle racial inequality in your workplace?
In recent months, protestors took to the streets in response to the murder of George Floyd at a scale not seen since the assassination of Dr. Martin Luther King Jr. in 1968. As the U.S. grappled with rage, grief, and massive civic unrest amplified by the effects of a global pandemic, one organization after another responded with statements condemning racial injustice and police brutality.
But mere statements and donations are not a sufficient response to this historic moment; HR leaders need to lay out clear, specific, actionable plans to combat racism in the workplace. They need to confront their role in perpetuating discriminatory and inequitable systems, and pledge to do better. While organizations have long recognized the importance of diversity and worked to implement programs to make the workplace more inclusive, much work is left to be done. And now, the world is watching.
HR leaders reflect on the lessons learned during the height of COVID-19 and share three ways the world of work has been permanently impacted.
By Marta Chmielowicz
Over the course of a few weeks, the coronavirus pandemic turned the world upside down. Schools and businesses shuttered as strict social distancing guidelines fell into place. Travel and morning commutes became a thing of the past. Eighty-eight percent of employees turned to their laptops to continue working in newly remote jobs, according to a Gartner survey. And the Department of Labor reported that over 20.5 million workers lost their jobs in April alone as companies floundered, sending the unemployment rate to a devastating 14.7 percent.
Six best practices to consider before reopening.
By Andrew Rawson
Many organizations are now focusing on when and how to reopen, and what changes to make before employees return to the physical workplace. It’s a complicated process that involves many steps, from implementing health and safety guidelines to making employees feel as comfortable as possible navigating a changing work environment. While every organization is different, here are six things to consider when preparing employees for some of the adjustments they may expect in their day-to-day interactions and operations.
Organizations will need to execute thoughtful measures when managing the return to the office.
By Gretchen Alarcon
The coronavirus pandemic has disrupted the global workforce in ways that could have never been expected. HR professionals have been forced to take center stage, lead their organizations through unexpected changes, and define what’s next. But the hard work is not over yet.
Recognition is a key element of a post-COVID-19 employee engagement strategy.
By Marta Chmielowicz
With a dispersed workforce that operates at government facilities across the U.S., IT company T-Rex Solutions LLC already had the building blocks in place to manage remote workers before the advent of the coronavirus pandemic. But the crisis is putting massive strain on even the most prepared organizations. In fact, mental health provider Ginger reports that 69 percent of workers say this has been the most stressful time of their entire professional career, and 88 percent have experienced moderate to extreme stress over the past four to six weeks. For 62 percent, productivity has suffered as a result.
New research indicates how companies are planning to adapt their recruitment and return-to-work policies post-COVID-19.
By Larry Basinait
To better understand how companies are managing their workforce in the wake of the worldwide pandemic, HRO Today is conducting a series of pulse surveys. The HRO Today Coronavirus Knowledge Portal addresses how businesses and HR leaders are handling the outbreak. Because the office environment will continue to be severely impacted going forward, this brief report examines how HR will function in the new normal.
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