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Companies that plan to return their employees to onsite work face challenges on several fronts, including workers’ physical, emotional, and mental wellbeing, safety and operational guidelines, policy and procedure changes, workspace, and building management.
Before employee reentry begins, businesses should have a strong change communications strategy in place to help manage this transition successfully. Here are five key considerations to keep in mind:
- Lead with an executive message
Have the initial outreach about the company’s return-to-work plans include a communication from your CEO that speaks to how the business is committed to employee health and wellbeing and a safe and smooth transition for individuals who will be working onsite. This message should cover only high-level information, with details offered in follow-up communications from HR and managers.
- Enlist the input and support of frontline leaders
Allow sufficient time to get feedback and advice from managers and supervisors about the proposed reentry strategy, what is expected of them and of their direct reports. As frontline leaders, they will have the primary role in educating employees about expectations, guidelines, processes and procedures, and will have valuable observations to share every step of the way.
- Share the detailed plan with employees
Have HR, leaders and supervisors provide employees with details on what’s changing, when and why, and how daily roles and responsibilities may be new or different. In addition to sharing a written plan, provide supporting communications, such as webinars, videos and podcasts, to amplify key information. Be sure that employees know that the plan may be subject to revision as the company receives new information and data.
- Encourage employee feedback and ownership
Provide feedback mechanisms that allow employees to ask questions, express concerns, and offer suggestions about upcoming changes. Be patient and compassionate, and as transparent as possible, when responding to employee issues. Keep in mind that their whole world is changing yet again, so be sure they know that their needs and concerns are top of mind.
- Be up front about course corrections
Offer timely updates about any changes and supporting rationale to your reentry strategy, so that employees don’t feel blindsided about modifications to your initial plans. By keeping employees informed — and providing them with two-way communication resources — you can help them stay positive and productive during the transition period and beyond.
Two-Way Communication Is Key
While the challenges to reentry may feel daunting, be assured that clear, consistent two-way communications with people at all levels of your company will help you navigate the process without too many surprises and setbacks and unite everyone in support of a successful transition to the workplace.
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