Employee Experience: 4 keys to return to work - Lukkap

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Employee Experience: 4 keys to return to work

If it's real. After weeks of being home, dealing with classless children, teleworking, over-reporting, and the almost compulsive use of disinfectant alcohol, we finally see how, thanks to de-escalation, the time is drawing closer than millions of people - in Spain and the world - were waiting: the "Return to the new normal" and with it, the return to work.

But what does this much desired normality consist of? If it is a question of the state prior to what was experienced socially and healthily with the 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.

Although 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 unusual, unique and personal facing the return to the office.

Then, How to try to resume our previous routine? Below 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. Therefore, it is recommended open spaces for dialogue and emotional management to delve into how each person has been able to deal with uncertainty and changes, both emotionally and logistically.

Everyone has their own rhythm, and there are those who will come 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 calmly and take the opportunity to be and talk with coworkers.

It's 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 responsibly!

We were witnesses - and victims - of the over information, even reaching saturation. It is everyone's responsibility 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 heed 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 hold idea contests to improve.

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 account the impact that this experience may have had, has or will have on the experience of employees and the levels of satisfaction, connection and recommendation they have with the company.

Thus, taking into account data from IMEX Employee Experience 2019, we reaffirm once again that employees do not want to be considered one more, but request individualized treatment. It's more, according to the results of this same study, Personalization is the worst rated 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 so we can also continue taking care of ourselves.

Employee Experience: 4 keys to return to work

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Impact of COVID-19 on the Employee Experience: challenges and opportunities

Good practices to accompany employees during and after COVID-19