You knew that I would have to do this at some point. But before you close this tab on your browser, I hope you read on because I’ve put together something a little different when it comes to handling COVID-19 (also known as the coronavirus).
I don’t want to spend a lot of time sharing articles about
outbreaks, sanitizers, and masks. You probably already have those sites
bookmarked. If you don’t, here’s a couple to get you started.
A Facebook friend shared this
article from Juliana Grant, a medical epidemiologist with almost 20 years of
experience in public health. It’s
an email she wrote to family and friends about the coronavirus and later
decided to share it on her blog. I like her ability to convey very serious
information in a casual writing style.
The Centers for Disease
Control and Prevention (CDC) has extensive information on the virus
including how it spreads, risk assessments, and travel information.
This article from Harvard Business
Review answers “8
Questions Employers Should Ask about Coronavirus”.
The Society for Human Resource
Management (SHRM) has a FAQ
about the coronavirus, including information about the Family and Medical
Leave Act (FMLA), workers’ compensation, and the Americans with Disabilities
And this last one might sound a bit
unconventional, but The Disney Food Blog published a nice read about visiting
the theme parks. I know public events are a concern right now, so this
article might provide a few insights.
The information I wanted to share with you today has to do
with some of the workplace challenges business leaders are facing as a result
of the coronavirus. For example, employees might be requesting flexible work. I
published an article last year about the
different types of flexible work options that are available for caregivers,
but it might work under these circumstances as well.
Many organizations are allowing employees to work from home.
And that’s terrific! But working from home isn’t the same as working in an
office. And employees might need some guidance on how
to work from home successfully.
Managers also need some guidance on managing a virtual
workforce. It’s certainly not impossible to do but it is different.
Encourage managers to find
time to create an engaging moment for an employee. It will strengthen the
relationship and let employees know that the company cares about them.
I’d like to think that everyone understands that
organizations are simply reacting to the information they have available. But
that doesn’t mean we can’t make our employees feel like we have a plan in place
to disseminate information and options when it comes to getting the work done.
One last thing, if your organization doesn’t have any kind of emergency plan in place, use this as an opportunity to get one. I’m watching the news – just like you are – and many people are referencing the 2009 H1N1 virus (remember that one?!) My point is this, at some point in the future, there will be another situation. We just don’t know what it will be called and when it will happen. Find time to do a debrief and put a plan together for the future. I honestly hope you never have to use it. Our employees right now are looking for our leadership. They want to know that we can handle the unexpected. They want answers to their questions. While we might not know what’s happening with the virus, we do know how to run the business.
Image captured by Sharlyn Lauby at the Peter Tunney art exhibit at Wynwood Walls in Miami, FL
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Date/time: 5th March 2020, 18:02
Talent Scout, Human Resource Management, Talent Management , Learning & Development, Organisational Development, Change Management, Psychology, Neuropsychology.