Humanizing resources: HR for the post-pandemic organization
Employee policy decisions now could influence employee relations and company performance for some time to come.
Even as the country starts to see green shoots of normal life in the news and on the streets, the altered workstyle has changed the relationship between employers and their employees. While it remains to be seen if this will be the “new normal,” these new arrangements have several implications for what benefits are offered and how they are managed. Decisions now could influence employee relations and company performance for some time to come.
When the home office becomes exactly that
The home and the office have traditionally been two separate locations. No more. With forecasts projecting this workstyle will become one more element in the mix, companies need to consider how they will equip these new “facilities.” As a matter of principle, if a company is getting benefits from the use of an employee’s property, the employee should be reimbursed.
Many companies already have Bring Your Own Device (BYOD) reimbursement policies for cell phones and tablets. If employees are now using their home computers for company work, this same policy should apply. This extends to all computer-related expenses like internet connectivity, printers, and printer supplies. In fact, some states, such as California, require this kind of compensation.
Related: Employee spending is down during pandemic, but fraud, waste and abuse are way up
Companies should provide a reimbursement based on use for company purposes or the replacement cost for expended items such as office supplies. This demonstrates an appreciation of the employee’s flexibility and the company’s commitment to honoring the boundaries in a work/life balance. This can be key in nurturing loyalty, especially if work-from-home becomes an option for some personnel into the future.
Healthier employee relations
During the height of the pandemic, paid sick leave was mandated by federal law. Many companies already had such a policy in place. In more competitive labor markets for skilled staff, this is considered table stakes in an offer package. Though that legal requirement has now expired, many more employees experienced this benefit, and companies might be hard-pressed to rationalize eliminating it. Regardless of the law or the scarcity of qualified personnel, with so many companies now offering paid leaves of various kinds, companies are likelier to attract the best available talent by offering this.
Another aspect of employee well-being is mental health care. A study conducted by the CDC during the height of the pandemic reported 36% of adults had experienced anxiety and/or depression in the week prior. While last year was particularly stressful, mental health is a persistent and often overlooked aspect of healthcare generally. Providing these benefits as an option in company insurance plans makes it easier for employees and their families to get help if they need it. As with any other aspect of employee wellness, this keeps your team in top shape and demonstrates concern for their well-being.
Money matters
In addition to the mental strain, many families have suffered economic hardship during this period, even if they themselves were employed the whole time. A spouse may have lost their job, or they may have had to defray unexpected healthcare expenses. While salary levels must be determined by the underlying business and the market, companies might want to look at making financial counseling available. This can be as simple as bringing in an expert on a quarterly or annual basis. Some companies also make such services available on-demand in conjunction with their 401K or other retirement plans.
Larger and more forward-looking companies may also look to make child- and elder-care more accessible for their employees. The pandemic highlighted the need for this kind of help as the young and the old were displaced from their daily arrangements. Some companies already offer on-premise childcare. While this is still the exception, if such benefits are feasible they can distinguish the companies that offer them and make them magnets for the very best talent. They also contribute to bottom-line results in the form of increased productivity.
In fact, employee engagement is a huge factor across all key business metrics. According to a recent Gallup survey, the top quartile of companies with high employee engagement saw 23% greater profitability, 18% better sales, and 14% higher productivity overall. Workplace culture is the major contributor. But culture and benefits are all part of the package. This was true before the pandemic and will undoubtedly remain so.
By applying the lessons of employee engagement learned during the pandemic, companies will be better equipped to make the most of the economic expansion on the horizon. And that will benefit everyone.
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