5 Tips for Building Trust When Employees Return to Work | CA Benefits Group

5 Tips for Building Trust When Employees Return to Work | CA Benefits Group

The day where people return to normal routines around work doesn’t seem as far off today as it did just a few weeks ago. As politicians itching to “re-open” the world look at ways to revive normalcy, companies now have to do the same as they consider operational needs and employee safety.
As the work environment shifts back toward what it was, what HR teams will find is that a new normal must now exist. Procedures that were once an afterthought, such as how the break room was cleaned, are now top of mind for everyone from entry level employees to the C-suite. Having the trust of your employees that the workplace is safe for them to return to is paramount to productivity.
And it isn’t just during a period of time when the virus subsides temporarily. The lasting impact of the coronavirus pandemic is that even after a vaccine is developed, it will alter the way people view the cleanliness of public spaces and the amenities at their disposal for things such as washing their hands or cleansing shared surfaces, be it a meeting room table or door handles.
There is a lot more to consider than simply reassuring everyone that the facilities are clean and that the company is doing the best it can to assure everyone’s health. There are cultural aspects of day-to-day business to address as well as implications for the organization’s reputation to consider. As an article from the Society for Human Resource Management notes, job candidates interviewed in the future will ask how the company handled this situation and “about the organization’s business continuity plans, pandemic-specific plans and other coronavirus-oriented practices.”
HR departments have a significant challenge ahead, but not one they should shy away from or feel overwhelmed by.
“I think this is the beginning of the most exciting period we’ve ever been part of,” Eric Torigian, Vice President and Assistant General Manager of Global HR for Akebono Brake Corporation USA told us on a recent episode of the HR Exchange Network podcast. “People are going to figure out how to pour their passion into it. The world has been getting ready for this for a while. We’ve been moving to an online world, a gig economy, toward remote work groups. In the next 20 or 30 years, this world is going to change a lot and people are going to come back to this time and ask ‘who were the people that made the difference?’ I think they’re going to look at HR people and say they’re the ones who led us through this.”

Leadership Considerations

To help you manage current and future employee expectations, here are 5 tips for managing your teams’ return to the workplace.

  1. Get the Timing Right

The government telling everyone to get back to work isn’t likely to inspire faith in a lot of people given how things have been handled so far and the fact that social distancing has been as effective as it has. There are many people who would hesitate to return to a normal working environment in the near future and rushing them back early will likely undermine any good will accrued in facilitating remote work and establishing improved engagement practices during this period.
The first thing to consider is the situation in your local area. The number of new cases in the city and state will drive perception among your employees. Even if numbers are on the decline, a return may be seen as jumping the gun, particularly for large companies with bigger personnel footprints.
Once you decide to put things in motion, spend time discussing team needs with managers to determine which teams can remain remote and which ones are required to return. Then, assemble your operations staff and develop a plan to create safer physical spaces.
Finally, engage with your employees to find out how they’re feeling about a possible return to the office through surveys and town halls. Doing so and incorporating their concerns into your strategy will go a long way toward building the type of trust necessary to maintain a good reputation with your employees.

  1. Facilitate Social Distancing

Social distancing isn’t going anywhere any time soon. This means restaurants will likely have to re-think seating arrangements, cleanliness practices and personal protective equipment and testing for staff before they can re-open. That may mean limiting the scale of business and changing the way people flow through the every part of the building.
Offices will have to consider whether desks spaces are separated enough to comply with social distancing standards and retail operations will need to continue limiting the flow of people into their stores for the time being.
How companies react and commit to this new normal is going to determine how well they maintain morale and what the reaction of returning workers to physical locations will be. For new hires, seeing a commitment to social distancing will reassure them that they’ve joined an organization which has their health and wellbeing top of mind.

  1. Culture of Cleanliness

There is always a lot of talk about culture in HR, and in the wake of this pandemic, that is likely going to have to change as well. But as Torigian noted in our discussion, teaching people how to be responsible around each other and avoid the spread of the virus is a challenge for both organizations and society as a whole.
“That’s not just something that’s good for business, it’s something that is going to be required in the new world,” Torigian said. “We’ll learn how to do it and we’ll get really good at it.”
This means changing social norms. For example, banning handshakes in favor of greeting techniques that respect personal space and safety.
Beyond that, HR teams have to consider what mechanisms are in place to ensure cleanliness, such as handwashing stations and requirements for different roles. Which employees require personal protective equipment, for example, is a key consideration.
Additionally, using company resources to ensure safety will help employees feel the organization is doing everything in its power to prioritize their health and therefore, will be more dedicated to doing their part. Care packages with cleansing wipes, hand sanitizer, gloves, tissues and other items they can use to stay safe is one small act that could go a long way toward inspiring confidence.

  1. Career Transitions

Businesses are bound to operate differently from here on out and with that comes some new realities. People who have traditionally been in office may no longer be required to be there and some, unfortunately, will not be required at all. That, however, does not mean those people must be cut loose.
Now is an ideal time for companies to engage in career mapping exercises to better understand the capabilities and interests of their employees. There is already talk of mass efforts by some in government to retrain much of the workforce for positions that can be done remotely and for careers that offer different prospects going forward than what they’ve experienced in the past, but that is something that may be better led by HR professionals than government programs.

  1. Invest in Employee Wellness

It may seem an invasion of privacy at first, but given the implications for your staff as a whole, monitoring on-site employees’ health and wellness is a matter of public safety. Some public health experts say that office buildings and public spaces such as bars and restaurants cannot be re-opened until there are testing methods that can be done quickly and accurately to determine if someone is carrying the virus.
We’re likely a ways off from that being a possibility for many businesses, but others are already putting measures in place to conduct temperature checks at entrances and getting creative as they find solutions for social distancing buzzers and one way routes through shared spaces so that people don’t cross paths or come face-to-face with one another.
As an article from Bloomberg noted recently: “The way we work, shop, travel and eat in 2020 – and probably beyond – is being plotted out in boardrooms around the world.”
Meanwhile, office spaces may have to be redesigned, moving away from the open floor plans that have been trending for several years and toward cubicles with high walls so that employees have more isolated spaces.
To get ahead of these issues, now is the time for organizations to begin discussing what their path forward is and consider how much risk they are willing to take on in bringing employees back to work. What improvements need to be made to sanitation procedures, ventilation systems and the structure of the workplace are all things that need to be evaluated.
 
by HR Exchange Network Editorial Team
Originally posted on HR Exchange Network

CBD: Fact or Fiction? | California Employee Benefits Team

CBD: Fact or Fiction? | California Employee Benefits Team

The cannabidiol (CBD) market in the United States has taken off like a rocket. Some projections have this market reaching $16 billion by 2025. After years of singing its praises for treating, albeit illegally, a myriad of health issues, supporters of cannabis have seen an uptick of mainstream support in the last 2 years with the legalization of this herb in many states. The exact truth about its benefits is still under review. Let’s dive a little deeper into this trending topic.
HISTORY & STATISTICS
The first use of cannabis can be traced back as far as 500 BC as a Chinese pharmacopeia. Made from the hemp plant, CBD does not produce the hallucinogenic aftereffects of its popular cousin, tetrahydrocannabinol (THC) derived from the same plant. In fact, CBD must contain less than 0.3% THC. In 2018, President Trump signed the Farm Bill which allowed farmers to legally grow hemp. Since this victory, the CBD market has definitely been amped up and its use has become so commonplace in our society that you can find a CBD store (or two or ten) in every city.

  • More than 60% of users claim CBD is being used to treat their anxiety.
  • Other widespread uses for CBD are for depression, sleep disorders, and PTSD.
  • In 2018, the FDA approved the first CBD product, called Epidiolex, to treat those with rare seizure disorders Lennox-Gastaut syndrome and Dravet syndrome.

FACTS
Users of CBD speak to its benefits in treating anxiety issues. With its widespread availability, consumers can find it in lotions, baked goods, and even makeup.  Because of this prevalence in the marketplace, the FDA and FTC are quick to squash claims that are unfounded in trials. Here are the facts:

  • CBD can come in varying methods of delivery.
    • Tinctures: concentrated herbal extracts suspended in alcohol or vinegar
    • Ointments
    • Vaping oils
    • Oil: extracts from seeds or flowers or stems of hemp put in a base oil to aid absorption
  • The exact amount that can safely be used in a day is unknown.
  • Side-effects include: drowsiness, digestive issues such as diarrhea, and irritability

FICTION
There is only one FDA approved use of CBD and that is for rare cases of epilepsy. So, when you see health claims for other than that use, they can be false.

  • NOT proven to be a treatment for cancer
  • NOT without consequences. Serious side-effects can cause serious damage to your health.
  • NOT proven to battle COVID-19.

The use of CBD definitely has its supporters and detractors. When making a decision about its use, it is helpful to weigh the pros and cons and seek the truth. One thing is for sure—CBD is a swiftly growing market with high demand.

To Support Your Employees During A Global Pandemic

To Support Your Employees During A Global Pandemic

As companies frantically try to adapt to the coronavirus pandemic, many HR teams find themselves with an alarmingly jam-packed workload. Employee interviews need to be postponed, telework policies implemented or adjusted, health and wellness protocols changed. And when everyone is in crisis mode, it’s easy to let a simple, but crucial, aspect of the job fall to the wayside: being there for your employees.
While setting up work-from-home, sorting out paychecks and PTO, and all the other ins and outs of your company’s crisis plan does help your workers, what many people need right now is empathy, compassion and someone to talk to. This is a stressful and downright scary time for many, and as human resources professionals it’s our job to be there for our coworkers when they need that support.
Here are a few things you can do (remotely) to help emotionally support your employees as we withstand the global coronavirus pandemic.
1. Set Up Regular Video Check Ins
With a large portion of the American workforce practicing social distancing, quarantining, and working from home, it’s easy for employees to feel isolated and disconnected. While many workers will get a chance to get some face time with their team members over video conferences and meetings, it’s important they also get time to simply chat, catch up, and be there for each other—just as they would in the office. Consider setting up daily or biweekly video conferences, either one-on-ones or small groups, that allow workers to hang out and converse about non-work-related topics.
2. Be Considerate Of Each Individual Work Environment 
While it’s certainly possible to be just as productive working from home as you would be in the office, it’s important to keep in mind that everyone’s new work environment is going to be different, and potentially present new challenges. Workers may be sharing cramped office spaces with a spouse or roommate, and employees with children who are home from school may have to juggle parental duties in between their typical responsibilities. It’s important to be understanding and compassionate as both employees and employers adjust to these new circumstances, and not to hold the growing pains of mass teleworking against them.
3. Lead With Care
Above all, openly let your employees know that you are a resource for them in these turbulent times. By leading with compassion, care, and empathy above all else, you can help keep office morale high and enable employees to feel safe and secure, despite the global pandemic.
By Bill Olson
Originally posted on ubabenefits.com

A Financial Lifeline You May Have Forgotten About

A Financial Lifeline You May Have Forgotten About

So much has happened in the last few days and weeks that I feel like months have passed. Social distancing is now on everyone’s lips. And the goal is noble: flatten “the curve” and prevent more people from getting sick from the Coronavirus.
The impact, though, is being felt in so many ways by so many people: Schools are closed and parents need to stay home to take care of their children and can’t work. Restaurants, bars and local retail shops are shuttered, and all the people who own those businesses or work there or supply them are in financial peril as well. Many, many people are not only worried about getting sick, but worried about whether they will have a job to return to and if they can pay their bills in the meantime.
But I want to shine a light on a financial lifeline—a solution—you may have forgotten about. Permanent life insurance. Many people buy it for its lifetime protection. It’s often a “set it and forget it” solution. But the beauty of this financial tool is what it does while you aren’t paying attention to it: It accumulates cash value. Money—money that you can tap now to help tide you through this financial uncertainty.*
Mike Jaap owns a successful recycling business. When the last major financial crisis hit, he thought his business was doomed. Fortunately, his financial advisor had helped him put a permanent life insurance policy in place, which he was able to tap to see him through that tough financial time and keep his staff employed. In essence, his life insurance saved his business. You can watch his story here.
If you currently have a permanent life insurance policy (not a term policy—click here to understand the difference), contact your insurance agent or financial advisor and talk through how you can tap into that money. You can often access it in days. Or you can contact your insurance company directly as well.
You may not remember the conversation you had with your insurance agent or advisor when they talked you through the benefits purchasing permanent life insurance. But I can tell you with 100% certainty that one of the reasons they wanted you to have this coverage is so that right now, in a time like this, you could access that money—that cash value—to be OK financially. They did their job well then, and you can enjoy the benefit of your good financial decision now.
[*Keep in mind that if you withdraw or borrowing funds from your policy, it will reduce its cash value and death benefit if not repaid.]
By Faisa Stafford
Originally posted on lifehappens.org