Be honest and open so there aren’t surprises. “That worked well enough, but there are always those who will be concerned about the anonymity of an in-house survey, and unless you have some statisticians on your team to help you correlate each question with employee engagement, it’s pretty hard to know what to focus on because each question carries the same weight.”. "By taking a measured approach, we can better evaluate feedback, gauging how an issue will affect people, and use continuous communication to let people know we're looking into these matters." Try to ensure that your crisis communication method doesn’t add unnecessary stress. The context of employee engagement has changed dramatically over the last couple of months, but the opportunity and importance remain. View key toolkits, policies, research and more on HR topics that matter to you. It’s ok to ask for help. "Upon receiving feedback, you can act accordingly," said Krol. Yet, many organizations are woefully unprepared to properly align and support employees during global threats like COVID-19.In fact, 44% of business leaders admitted that their current crisis communications plan did not specifically address an infectious disease outbreak. The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it.. At Stryker, Coleman says, “we collect employee feedback using a combination of quantitative surveys, listening sessions, formal and informal focus groups, one-on-one interviews, and ongoing dialogue with leaders.”. Give yourself permission to take the artificial boundary of 9 a.m. to 5 p.m. away.” Ragy’s statement highlights the importance of flexibility during COVID-19, when people may be dealing with a new working environment and new challenges at home. Job burnout has been a significant occupational hazard in recent years—most recently among Gen-Z workers in tech.The COVID-19 pandemic has only exacerbated it. We love the poignant words of Dana Ullom-Vucelich, “At the very core of our humanity is our care for one another. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. Effective recognition not … “We have group chats and threads that staff leaders participate in daily,” says HR director Diana Verdun. Stay interviews provide United Facilities with a better sense of employees’ thoughts and feelings than generic employee surveys do because the supervisors also get a sense of tone, inflection, passion, body language, and other verbal and nonverbal cues during the in-person meetings, Bliss says. Each company is unique, so how people prefer to provide and gather feedback should be centered around what’s conducive for the business. In the first year of implementation, the company reduced turnover at three locations. After United Facilities’ HR team was asked to help slow the constant turnover among forklift drivers, Bliss decided stay interviews might be part of the solution. These are trying times. Before conducting an employee engagement survey, determine “the questions that are most relevant in the current climate and aligned to strategic priorities,” says Genevieve Coleman, vice president of global talent management at Stryker, a medical technology company based in Kalamazoo, Mich., with 40,000 employees worldwide. Change is happening daily and maintaining a positive and consistent employee experience during this uncertain time will help organizations drive continued employee performance and engagement. 24 Icebreakers to start conversations. The HR team expanded the use of individual stay interviews to all employees to learn the employees’ greatest needs and build individualized stay plans. We’ll keep this page up-to-date with new webinars, blogs, free tools, and more as they are created. Today, the business setup is changing in relation to the global pandemic of COVID‐19. The information is visible to HR and executives, Bliss says, but managers are tasked with making recommendations because “we believe it’s better for the data to be interpreted at the local level.”, Adds Rogers: “Employees really appreciated the managers taking the time to ask.”. Effective … Lean on your peers for support, advice, and questions. The COVID-19 pandemic resulted in widespread anxiety and a lot of dramatic workplace changes, including large swaths of employees who began working from home. Ever been unsure of how to start your team bonding activities? Staying human, especially during a crisis, matters. We hope that continuing to offer this experience for Fellows during the time of COVID-19 will reinforce core tenets of ethical engagement work, including recognition, respect, and equitable partnership, and reinforce the need to be of service and to partner in mutually-beneficial ways … $("span.current-site").html("SHRM MENA "); To ensure they feel confident and well-equipped to communicate the most critical information to your employees, you’ll need to provide the right resources. As COVID-19 continues to … However, the company mainly relies on its intranet for collecting feedback. The result? •  When is the last time you thought about leaving and what prompted it? At Amplify Credit Union, a financial cooperative with 202 employees in Austin, Texas, the HR team collects feedback each year through an online survey. Members may download one copy of our sample forms and templates for your personal use within your organization. It doesn’t matter what outlet people prefer. Encourage and Host Virtual Social Time. At home, this might not be the case. Keeping employees engaged during Covid-19 requires two things: connection and recognition. COVID Resources Engaging and Supporting Families In At-Home Learning During COVID-19. Consider building a crisis management team or task force to help you determine the next steps and delegate responsibilities. 1 INTRODUCTION 1.1 Employee engagement. Keep employees engaged & connected during COVID-19 Centrical Connect offers cross-channel communications, recognition and engagement mechanisms as well as easy to deploy remote reskilling programs. if(currentUrl.indexOf("/about-shrm/pages/shrm-china.aspx") > -1) { A supportive work culture is … Pulse surveys. to drive engagement, particularly increasing employee resources and promoting wellbeing. In the midst of the Covid-19 pandemic, many employees are looking to HR for guidance, worried about their health and adjusting to new norms like home working. Although there is a lot we can do to engage residents during the pandemic, we have found that an important first step is assessing how responsive the work is to current community needs: It’s critical, as well, to look for ways to take action based on the results. Launch a pulse survey. Take a pulse on employee sentiment. Why? "If companies are just checking a box to say they've done a survey, then they might as well stop wasting everyone's time," says Jenny Voigt, SHRM-CP, senior HR generalist at Amplify Credit Union. Dick Finnegan, author of Tips for onboarding new hires remotely during COVID-19 pandemic A focus on fundamental practices, technological tools and collaboration between HR and IT … Here are 7 ideas to appreciate and inspire your employees during the COVID-19 pandemic. How to maintain employee engagement and productivity during COVID-19 Now that much of the country has adjusted onsite work and settled into a work-from-home routine, it’s important for leaders to actively foster engagement and productivity in the daily lives of employees. One of the things we pride ourselves on at GoCo is being really good at having fun. ... Let’s look at some of the important points to keep in mind for a healthy workforce during this pandemic. Some employers might argue that stay interviews are too time-consuming, but Bliss says that’s a false assumption. It may seem obvious, but creativity is an outlet, and in times like COVID-19, we need it. Not everyone likes to draw. The survey asked about the company’s response to COVID-19, the altered processes and whether those processes made employees feel more comfortable about coming to work. One tool, ” explains HR director Diana Verdun the item words of Dana Ullom-Vucelich, “ what I... 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