COVID-19 Employer Advisory Session

ONEDIGITAL’S CORONAVIRUS ADVISORY HUB

Visit onedigital.com/coronavirus/ for resources on how to monitor, prepare for and respond to any healthcare, safety or workplace issues that stem from the coronavirus (COVID-19).

Back to Business Part 2 | Bringing Your Recovery Plan to Life

Julie VogesRegional Managing Director,

HR Consulting

Tom WimerNational Human Resource Consulting Practice Leader

Rebecca Blake,Principal,

HR Consulting

Marieta SmithSenior HR Consultant

Post-COVID19During COVID19

CULTURE

LEADERSHIP DEVELOPMENT

PERFORMANCE MANAGEMENT

PEOPLE ANALYTICS

TALENT ACQUISITION

TRAINING & DEVELOPMENT

HIRING & ONBOARDING

TECHNOLOGY SOLUTIONS

BENEFITS & COMPENSATION

COMPLIANCE HR OPERATIONS SAFETY & WELLNESS

Hiring, Development, Retention & Engagement

Slowed Down

Suspended

Furloughs & Layoffs

Salary Actions

Basic Survival

Temporary Shutdown, Alternate Operations ModelsOutsourcing Options

Resume Hiring, Ensure Comp and Benefits Are Competitive

WHY PLAN? THE HR ECONOMIC CURVE

Invest In Your People, Communications, Training, Coaching

Resetting Standards of Performance, Metrics and Timelines

Investing In and Developing Leaders

Focus on Culture anda Reengaged Workforce

Revise Policies and Prepare to Hire/Rehire

Create a Safe Workplace,

CULTURE

LEADERSHIP DEVELOPMENT

PERFORMANCE MANAGEMENT

PEOPLE ANALYTICS

TALENT ACQUISITION

TRAINING & DEVELOPMENT

HIRING & ONBOARDING

TECHNOLOGY SOLUTIONS

BENEFITS & COMPENSATION

COMPLIANCE HR OPERATIONS SAFETY & WELLNESS

Strategic HR Recovery: Ensuring SuccessFramework for Planning• Start with key strategic questions that

leaders should be asking• An opportunity to hit reset—how to

capitalize on this and engage your team in planning

Action Plan• How to ensure the success of your Return to

Work Action Plan• How to build in the necessary flexibility to

pivot

8 Recovery Focus Areas

• Leadership and Culture• Communication• Workforce and Staffing• Policy Structure• Total Rewards• Safety and Wellness• HR Technology and Operations• Training and Development

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Plan to plan and never lose sight of

the fact that this is a living document.

Leadership and Culture

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Do your decisions reflect the culture of the organization and your company values?• Work is a very personal experience• Leadership matters• Remote work is very real and here to stay• Planning is at the center of everything• Communication is the connector

Communication

Leadership

TechnologyPeople

PLAN

A comprehensive communication plan will enable a smooth transition back to work and guide responses for possible future outbreaks and eventualities.

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10-Step Communication Plan

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STEP 1:Analyze target

audiences

STEP 2:Define goals

STEP 3:Establish communications

team(s)

STEP 4:Explore communications channels and available

technologies

STEP 5:Create a timeframe

STEPS 1-5

10-Step Communication Plan

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STEP 6:Develop message

templates and frameworks

STEP 7:Identify ways to receive feedback

STEP 8:Get approval and buy-in

STEP 9:Implement strategy

STEP 10:Evaluate

STEPS 6-10

Workplace and Staffing

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Use this as an opportunity to re-evaluate your talent.• Adjustments to staffing

• Layoffs and furloughs• Salary reductions• Unemployment and shared work programs

• Work environment will change—both physically and emotionally

• Job descriptions and training opportunities

Policy Structure and Compliance

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Company Policies• Update or add policies

• Rehire• Travel• Telework• Video-conferencing• Attendance and PTO• Health and safety

• Establish rules for personal hygiene and office etiquette (including social distancing)

Compliance Considerations• Check CDC, OSHA, Federal, State,

and local guidelines• Hang FFCRA posters in the

workplace• Send remote workers FFCRA

information and guidelines

Total Rewards

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Total Rewards includes monetary and “hidden” benefits to employees:Rewards that hold value include:

• Time off and flex time• Education• Professional development• Being part of a great team

Compensation and Benefits

• Evaluate your compensation structure and philosophy – maybe this is a good time to shift your thinking about how you reward your team

• Look at your benefits to determine what changes you might want or need to make

Safety and Wellness

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Employer’s Role• Screening• PPE• Cleaning• Arrival & departure protocols• Policies for social distancing

Employee’s Role• Monitor and report symptoms• Adhere to PPE requirements• Take preventative measures such as

social or physical distancing

Manage Health & Safety

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It is the employers responsibility to provide supplies as needed to ensure the safety of everyone within the workplace.

Required:• Identify PPE required• Sanitize and disinfect• Ensure social distancing• Manage food safety• Guide visitors and vendors• Ensure health testing and privacy

PPE on hand Define cleaning

protocols Adjust physical space

and adapt workspaces Incorporate alternative

food options Develop health

protocols

COMPLETED:

Mental Health: Recommended Actions

• Commit to supporting employee mental health and removing associated stigma

• Over-communicate available resources

• Provide managers with training and protocols to follow.

• Ensure workplace privacy rights

• Encourage employee participation in decisions that impact stress

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Will your HR technology and current HR operations enable or disable your workforce?

Some key areas to review:• Data the organization needs to

make better decisions• Points of failure for critical roles

within the organization• Effectiveness of working remotely

and communicating with employees globally

• The visibility and accessibility of HR as a function

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Training and Development

Five Drivers of Connection1. Lead the individuals—not just the

organization2. Have confidence in the achievability

of the mission3. Provide work assignments that make

a vital contribution and are of interest

4. Make the employees perception of “work/life balance a priority”

5. Instill confidence in leaderships ability to manage and INSPIRE

Investing in your employees through the development of skills can facilitate a rebuilding of trust and increase loyalty.

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...Leaders must focus on reinforcing the employee's connections...

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• Leadership and Culture• Communication• Workplace and Staffing• Policy Structure• Total Rewards –

Compensation and Benefits

• Safety and Wellness• HR Technology and HR

Operations• Training and

Development

Planning

PHASE 1Soft Opening

PHASE 2Transition

PHASE 3Back to business, but not as usual

Opening

Visit OneDigital'sCoronavirus Advisory Hub

Visit onedigital.com/coronavirus/for resources on how to monitor, prepare for and respond to any

healthcare, safety orworkplace issues that stem from the

coronavirus (COVID-19).

ONEDIGITAL

ONEDIGITAL CORONAVIRUS ADVISORY

Thank you!