Employee Experience: 4 keys to return to work - Lukkap

Published by: ana.altomonte

Employee Experience: 4 keys to return to work

If it's real. After weeks of being at home, dealing with children without classes, teleworking, over-information and the almost compulsive use of disinfectant alcohol, we finally see how, thanks to the de-escalation, the moment is getting closer than millions of years. people - in Spain and the world - were waiting: the "Back to the new normal" and with it, back to work.

But what does this much-desired normality consist of? If it is about the state prior to the social and health experience with COVID-19, it seems that the return to routine will have several elements, all of them exempt from normality. And it is that this unprecedented situation has left its mark on both people and companies.

While every crisis is an opportunity, the real potential for differentiation lies in how companies manage the experience of their employees during and after the crisis. This implies completely discarding the notion of "normality" and rescue the atypical, unique and personal facing the return to the office.

Then, How to try to resume our previous routine? Then we share 4 basic tips for the return to the office that more than being useful to return to normality, they want to focus on how to support companies and employees to come out strong of this situation.

1. Let's talk about it

While all employees have been through the same situation, the lived experience has been unique and unmatched for each one. Therefore, it is recommended open dialogue spaces and emotional management to delve into how each person has been able to deal with uncertainty and changes, both emotionally and logistically.

Each one has its own rhythm, and there are those who will arrive with a lot of impetus to be productive, while others will have difficulty concentrating. In this situation, it is important take the first few days easy and take the opportunity to be and talk with co-workers.

It is also positive communicate and make use of social benefits that the company may have and facilitate / request psychological support If necessary.

2. Communicate, communicate, communicate… always in a responsible way!

We were witnesses - and victims - of the overinformation, even reaching saturation. It is the responsibility of each one to prevent this from happening, but, at the same time, to be aware of the measures and contingencies that continue to occur. Therefore, the invitation is to maintain a state of "positive vigilance" and to pay attention to the official information from both the authorities and the company.

Furthermore, it is relevant be informed of the actions that the company has taken - and will take - in managing this crisis. In this sense, it is recommended to have an internal platform or an official channel where information, help supports and Q&A with doubts are published.

3. Let's learn from what we lived

Surely the crisis management could have been better, which implies a series of lessons and improvements to implement in the future. However, it is relevant highlight what was done well and learn from it. For this reason, comment on those aspects that were positive, and -constructively- provide ideas for improvement in areas that were not managed successfully, it will be key.

In this case, it is useful to have suggestion boxes or to run contest ideas for improvement.

4. Thank: very valuable and does not cost anything

Both the company and each collaborator have made a immeasurable effort to adapt best to this contingency. It is important acknowledge this and appreciate the goodwill and energy invested.  And it is important to take into consideration the impact that this experience may have had, has or will have on the experience of the employees and in the levels of satisfaction, connection and recommendation they have with the company.

Thus, taking into account data from the IMEX Employee Experience 2019, we reaffirm once again that employees do not want to be considered one more, but rather request individualized treatment. It's more, according to the results of this same study, personalization is the worst evaluated perception and the one that had the greatest impact on the overall experience.

Therefore, companies that have really taken this crisis as an opportunity will reflect it in a high orientation towards people and their particular circumstances. And we are facing the great opportunity to get closer and connect in order to continue taking care of ourselves.


Employee Experience: 4 keys to return to work

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