In a world facing a global pandemic, we are not yet able to determine the full impact across societies, industries and individuals.

The challenges that COVID-19 has already presented have meant that businesses across all industries have had to change the way they work to protect their workforce and customers.

Playing a crucial role in overcoming these challenges are HR professionals, from managing staff well-being to remote resources and communications.

We spoke to two of our Wales HR Awards judges, Fiona Sinclair, HR Consultant at Darwin Gray, and Genevieve Ryan, Head of HR at Acorn, about the importance of HR in managing a workforce during a viral outbreak.

1. What continue to be the key considerations for HR professionals at this unprecedented time?

FS:

At a time like this it is important to look after employees from a financial,mental and social perspective. To help with any employee anxiety that may be caused by such times, it is crucial to keep communication clear and frequent –for example, making the employer’s stance clear on furloughing, redundancy,etc. There are many unanswered questions at the moment and it is key to be open and honest about this.

Another key consideration is to ensure those working from home are doing so in a healthy and safe manner i.e. they have a decent work space to work from (preferably that they can shut the door on or clear away at the end of the day).

GR:

Communication is key.  We are currently undertaking a completely different way of working from anything experienced before. This will naturally result in heightened levels of anxiety and stress and it is vital that we can do whatever possible as employers whilst operating remotely to try and ensure that employees remain engaged and reassured during this time.

At Acorn, we have a staff intranet (The HUB) which we use to keep employees updated with all vital information, and also to share tips on how employees can manage their mental health whilst we are in these difficult times. Virtual meetings are also being utilised to try and maintain some degree of ‘normality’with internal communications.

2. How can employers and employees assist their HR to manage a rapidly transforming way of working?

GR:

Again, it comes down to communication and ensuing that this is a 2-way process.  As well as being there to lead and support from a business perspective, it is important to ensure that employees feel that they are able to contact their managers/HR even for just a chat and to stay in touch with the world!

FS:

Look out for those in your team – use technology to stay in touch, emails,Microsoft Teams, WhatsApp, Skype. Also, being sure to read HR communications carefully and put any questions in writing so that they can be responded to and the answers shared.

For employees – think outside the box – is there any work you could do which would benefit the business going forward and perhaps avoid the need to place you on furlough or put you at risk of redundancy? If you are placed on furlough could you do some online learning / training?

3. Do you have any tips for HR professionals to support their workforce in these challenging circumstances?

GR:

Make sure that everyone is kept updated on actions which have been taken, both internally and externally to the organisation. There is currently a lot of scaremongering and it is important to ensure that factual information is being provided.

Make sure contact details and emergency contact details are up to date, and that employees know who to contact in this business whilst they are working remotely

Ensure that all managers are aware of all relevant processes and any temporary changes in place, as there may be deviations from normal company policy for COVID-19 purposes

Adopt a consistent and clear approach, albeit being flexible to adapt to changing official guidance as and when this occurs

FS:

Again,communication is key. Be sure to keep in regular contact with everyone and be clear and consistent on decisions affecting employees.

Where possible, advise those working from home to continue to follow normal working patters – start times, breaks, end of the working day, and if possible, to clear away their work at the end of each day so their ‘get their home back’.

To tackle the issues on your mind, write them down and categorise them (financial, social, health, etc.) and have an action plan to tackle each of these.