Coming Out of Lockdown

Tip #1: Resource plan

Depending on the sector you operate in, the coronavirus pandemic and various lockdowns will have had a greater, or lesser impact on your business. Coming out of lockdown, when we will see restrictions start to lift and a return to more normal life is a good opportunity to take stock.  With the UK’s furlough scheme extended until the end of September 2021, now is the time to assess your resource requirements against your order book and sales forecast, taking account of the ongoing flexible furlough provision and the tapering of government support from July 2021 onwards.

Things to consider:

• How many staff do you need vs how much work / revenue is coming in?
• What skills do they need?
• When do you need them?
• Do you have a surplus (redundancy planning) or deficit (recruitment campaign)?

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Tip #2: Retain your best people

• The reality is that every organisation that is determined to be back stronger will be reliant on talented people performing at their best. If you have talented staff, how can you be sure their heads aren’t being turned by your competitors? Read our blog article on How to Motivate Employees Returning to Work to find out how to support and motivate your team returning to work after the lockdown.

• But money talks, right? Whilst money might be tight coming out of lockdown, it won’t be this way forever, so why not read our blog articles on Non-Financial Methods of Motivation and How to Motivate your Employees without Money for our top tips on looking beyond financial incentives to motivate your team

• If you are looking for more talented staff to join your team, then you will need to start planning your recruitment campaign. Ensure you have clearly defined the role(s) you need to fill and identified the attitude and values the ideal candidate will need to have to fit with your unique team culture. Think about where you will find these people and how you will attract them to your organisation. Finally, think about the application and selection process and how you will offer and onboard the new members of the team.

• A great way to support your employees and help their net pay go further, is by providing access for your staff to Benefits Cloud, a simple to use, flexible online platform that provides access to a range of retail discounts, deals, and offers, enabling your staff to save money. What’s more, as a special ‘coming out of lockdown’ incentive, Benefits Cloud are promoting a SPECIAL OFFER of FREE access to their Standard Package for all organisations (no matter how many employees) until 1st October. Simply quote LockOffer1021

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Tip #3 Remote Working

• If remote working is going to continue to feature as part of your business’ approach, check out our Remote Working Hub for lots of useful help, advice and resources. You may also like to read our Top 10 Tips for Working from Home 

• Is this a temporary or permanent arrangement? As part of planning for life after lockdown, if your business is looking to introduce remote or even hybrid working arrangements permanently, it’s very important to review your employment contracts and policies so as to reflect the new working arrangements precisely and set proper boundaries, and that you properly consult on such changes. Amendments to ‘place of work’ clauses in employment contracts and the introduction of a new home working policy are very important for your business so as to avoid disputes and maximise productivity.

• Think about the other considerations such as equipment, health and safety / risk management, insurance, engagement and wellbeing and how you will manage your people and their work activity

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Tip #4: Is your workplace COVID safe?

The Health and Safety Executive has issued guidance on ensuring your workplace is Covid-Secure and is undertaking regular spot checks and inspections to ensure compliance.  Adhering to these standards and communicating clearly to your team is vitally important, not only to maintain their (and others) health and wellbeing, but also to maintain trust and confidence that as an employer, you are doing the right thing and acting ethically. Chris and his team at Optimum Safety Management are specialists in this field and will be delighted to help and guide you through the complexities of legislation and good practice.

Things to consider:

• Do you have a COVID Policy?
• Have you completed a COVID-secure risk assessment?
• How will you undertake workplace COVID-testing? Read the CIPD’s Guide for Employers on Preparing for the COVID-19 vaccination here

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Tip #5: Payroll

Furlough brought a whole new level of complexity into the payroll world when it was introduced in 2020.  With the UK’s furlough scheme extended until the end of September 2021, the government’s ongoing support for those employees’ unable to work has been welcomed.

This may require you write to your employees to confirm an extension to their period of furlough, change the terms of furlough or even bring their period of furlough to an end.  All of this requires close liaison with Payroll to ensure all staff continue to be paid correctly.

Things to consider:

• Have you written to staff, where necessary, to update the terms of their furlough?
• Extension of furlough
• Change of furlough terms
• Ending of furlough
• Remember to ensure that payroll are notified of all changes accurately and on a timely basis

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Tip #6: Annual Leave

In March 2020, the government announced a relaxation of the rules on carrying over annual leave during Covid-19.  However, if you haven’t managed this proactively, you may have allowed your employees to build up a huge backlog of accrued annual leave, which could be a major issue if not managed over a period of time.

Things to consider:

• Check your employees’ annual leave entitlements and balances?
• Do you have a plan for managing this?
• How will you deal with staff going abroad on holiday if quarantine rules still apply on their return to the UK?

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Tip #7: Contracts, Handbook and Policies

Do your contracts, handbook and policies reflect the reality of the workplace and your business post-lockdown?

Things to consider:

• LOST clause
• Covid / Testing Policy
• Workplace vaccinations
• Sick Pay / isolation policy
• Holiday Pay (carry over etc.)
• IT / Social Media Policy
• Data Protection Policy
• Homeworking Policy

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Tip #8: Leadership

If there was ever any doubt, the last 12-months have proven that we are living in a VUCA world (Volatile, Uncertain, Complex, Ambiguous). This brings with it a whole range of leadership challenges, that require us to be agile and adaptable in our approach.  How will the post-lockdown working arrangements affect your leadership style and management rhythm? Will everyone come back to the workplace? Will you adopt a hybrid approach with some at home, some at work or will the whole team continue to work from home?

Things to consider:

• Think about your role as the leader. What can you do to share the vision and create ‘Team Health’ in order to drive a high performing team? Read our blog article on Creating a High Performing Team on Simple Principles to find out more 
• Are you ready to lead in this new world?  Read more in our blog article on Leadership in Today’s New Norm  
• Will life ever ‘go back to normal’?  Read more about Leadership in an Uncertain and Changing World 
• How will this influence your communication styles and approaches?  What will work best in what situation? How will team meetings and one-to-one’s work. How will you ensure those who continue to work from home feel engaged and feel part of the team?

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Tip #9: Wellbeing

• Physical Wellbeing:  regardless of where your staff are working, helping them to look after their physical health is critical. Whether it’s COVID-secure working practices or COVID-testing, encouraging regular exercise or healthy eating – think broadly about what you can do help your people stay fit and well.

• Mental Wellbeing:  this has been at the top of the agenda during lockdown, with many people now feeling much more comfortable to talk openly about their mental health and wellbeing.  ‘What About Me?’ is a positive and proactive Wellbeing provision consisting of 12 Wellbeing Workouts with scientifically grounded information, practical videos, worksheets, exercises, templates and other pragmatic ways for you to strengthen your psychological health and wellbeing. Self-care is the first step to being the best you can be and enjoying what you choose to do and who you choose to be. Contact us for more details on the innovative and highly cost-effective programme.

• Financial Wellbeing:  be mindful that some people will be used to the way things are now and may have adapted their lifestyles and budget accordingly. Other people may be desperate to return to their normal salary if they have been on furlough pay. Whatever decisions you make when coming out of lockdown, think through the impact and implications for your staff.

• Read our blog article on Wellbeing in the Workplace 

Tip #10: Lessons Learned

And finally …… don’t be in such a rush to ‘return to normal’ that you miss the opportunity to retain those elements of lockdown that have worked really well for you and your staff.

Things to consider:

• What worked well for you and how can you continue?
• What actions or interventions do you need to put in place to help ease any future disruptions?

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