HRO Today May 2020 - 17

SPECIAL SECTION: MANAGING DURING UNCERTAINTY
communications, interactions, and guidance) or stressed
and overwhelmed (and may need less communications or
the freedom to skip unessential meetings). Some may be
in distress, dealing with the pain of a loss, an unhealthy
loved one, or a cancelled wedding, and might need some
time off.
Of course, it's also important to provide resources that
support employees' mental, physical, and financial
well-being during this time, and make it very clear
what's available and how to find it. Take, for example,
LogMeIn's wellness program. It offers financial, social,
and physical resources in one place, including:
65%
of employees are more productive
in their home office than at a
traditional workplace.
is approaching each individual differently and finding out
what works for them.
It's important to recognize the many different working
personas that will emerge during this pandemic. Some
employees thrive when working from home during the
usual hours, but others-often those with kids or loud
roommates-struggle with work during normal office
hours and can be more productive working during " off "
hours or in chunks throughout the day. Many employees
appreciate being able to take a long break during the day
to exercise, cook, or help children with schoolwork, then
finish work their later. It's important to allow this, trust
that employees will get their work done regardless of their
schedule, and offer flexibility wherever possible so that
employees can work when they're most productive and
content.
In addition to scheduling, HR should pay close attention
to whether employees feel isolated (and may need more
* tips for managing stress and anxiety;
* strategies for dealing with isolation;
* classes on meditation and mindfulness;
* home office ergonomic resources; and
* financial, investment, and legal support resources.
Gathering feedback on how things are going and what
types of resources are needed is a great way to keep a
pulse on employees. Being able to pivot to meet these
needs is where HR organizations will not only add
significant value, but also gain employee trust and loyalty.
HR should use one consistent platform for all information
related to the pandemic, including internal updates,
remote work tools and trainings, employee resources, and
other critical communications. With so many conversations
across multiple channels, this ensures employees don't
have to sift through various platforms to find what they
need and fully understand the current situation.
Focus on Leaders
First and foremost, managers must be trained and
encouraged to lead by example. People are always more
receptive to guidance when the person giving it follows
it themselves, and leaders who do this also build team
unity and strengthen company culture. Managers with
high emotional intelligence will flourish at this time.
This is hard to teach but not impossible. Developing
bite-size learnings to help leaders improve their
emotional intelligence is invaluable at times like this.
Two particularly crucial areas for leading by example are
maintaining regular communication and taking regular
breaks. Studies of remote workers show the importance of
these practices, and they're even more important now.
During this crisis, HR has a unique opportunity to
MAY 2020
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HRO Today May 2020

Table of Contents for the Digital Edition of HRO Today May 2020

HRO Today May 2020 - 1
HRO Today May 2020 - 2
HRO Today May 2020 - 3
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