HRO Today March 2021 - 19

COVID-19: ONE YEAR LATER
able to carefully explain the rationale
behind certain symptoms that were
included in the screenings and
make real-time changes to
the program depending on
employees' feedback or
concerns.
Implementing a digital
solution can connect
One issue that
came out of the
pilot group, for
example, was that
certain employees
had headachelike
symptoms that
they knew were not
related to COVID-19.
WTB's leadership added
custom language at the
end of the assessment
to ensure that employees
were attesting honestly to
unusual symptoms while excluding
symptoms they'd already discussed with
their physician. Balancing the " letter of the law "
from the CDC with consideration for someone's common
sense and personal history ensured the effectiveness
and accuracy of employee screenings, and made
employees feel heard and valued.
Once the bank was ready to launch " Back With
CareTM
" to all employees, the intranet and corporate
communications portal were used to notify employees
about the platform via customizable templates, in
addition to providing direct links to the assessment by
way of daily texts. WTB continues to schedule followup
conversations about what does and doesn't work,
what's lacking, and what's overkill.
Following the initial launch, WTB consulted with staff
around ongoing communication needs, ultimately
leading the company to reduce the frequency of its text
communications with employees. In this case, employees
needed fewer reminders and messages, and frequent
dialogue helped the team decide the best course.
Empower Teams with Digital Resources
Executing a new digital program around the return
to work can also empower employees to do more
with digital tools. Corporate research shows that the
employees to a stronger sense
of personal responsibility for
one another's well-being as
the pandemic prolongs
and vaccination delays
continue.
broader workforce wants to enhance its
independent tech and digital skills,
yet only 50% of staff feel they
have the resources at their
disposal to learn and excel
at new technology. Having
an intuitive COVID-19
safety platform that
listens and adapts
to employees can
encourage them to
engage and offer
feedback more broadly
on a wider array of
tools and portals at
a company's disposal.
While WTB's employees
know how to look up their
insurance claims history
and their deductible yearto-date
online, bringing on the
new COVID-19 program reinforced
employees' ability to self-manage
symptoms and triage care online themselves,
integrating them more fully and actively into the digital
landscape of the company than ever before.
Implementing a digital solution can connect employees
to a stronger sense of personal responsibility for one
another's well-being as the pandemic prolongs and
vaccination delays continue. Not only did WTB give
employees the opportunity to accurately self-assess
their COVID-19 symptoms, but the company also helped
them develop an awareness of their potential impact
on each other. Each employee with symptoms received
a personalized recommendation about whether or not
to come into the office, as well as any other necessary
next steps. Employees had to face themselves each
day and say, " I have these symptoms that the CDC says
could be related to COVID-19. Should I really come
onsite and potentially risk the safety of my colleagues? "
Implementing a return-to-work solution helped each
of WTB's employees make safer, wiser decisions that
ultimately protected not just themselves, but their
coworkers, clients, and neighbors as well.
Katy Bruya is senior vice president of human resources at
Washington Trust Bank.
MARCH 2021 | www.hrotoday.com
[19]
https://www.pwc.com/us/en/services/consulting/library/consumer-intelligence-series/tech-at-work.html http://www.hrotoday.com
HRO Today March 2021

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