The COVID-19 pandemic is the most significant challenge HR has ever faced, but it’s also the greatest opportunity we’ll ever have.
As countries learn to work within the continuing challenges of this pandemic, it's time to shift our focus towards managing through the varying ways of working.
This is likely to be the only universal workforce transition of our time – and studies have proven moments of transition are where organizations have the greatest impact.
Why? Because it’s during these moments that our employees need the most support.
Up until now, transitions such as onboarding and parental leave were our biggest opportunities to move the needle on metrics like engagement, productivity and loyalty.
Imagine if you had the chance to apply these figures to your entire workforce...
Reboarding is your one chance to impact up to 100% of your workforce.
The return to work will look different for everyone. The way the office operates will have changed, social distancing measures will be in place, some organizations will have a reduced workforce, while others will be adjusting to a new state of blended working.
As for employees, their feelings will be varied. Some will be excited to be reunited with their colleagues – but how do you manage their expectations when they’re returning to a new normal, not the old ways they’re expecting? Others might be anxious, worried about exposure and wondering if they’ll be teased for wearing a mask in the office.
This global pandemic has affected everyone, in a very human way. So if your return to work strategy is focused on logistics and compliance, you’re missing half the picture.
A people-first, experience-driven approach is the only way to help your people navigate this transition to a new normal successfully.
We’ve spent years helping organizations leverage transitions to help their people AND drive business bottom line, and there are five key principles that work – every time.
Learn about the five key principles and how to create a world-class reboarding program in our guide below.
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