Companies large and small are eagerly waiting for businesses to resume as usual in a post-COVID world. Although professional and personal lives have suffered, preparing for a more human perspective of business regarding your employees could positively impact your bottom line. As you begin planning, your small business coaches at Bryant Consultants are sharing some post-COVID HR strategies for your small business.
- Employee Personalization
Embracing your employees’ uniqueness and the special skills they provide to your small business may increase their loyalty to the company. Most employees like to feel valued in their workplace. When a company offers more personalized benefits such as tuition reimbursement or life insurance, employees may become more emotionally connected with the company. Offering benefits shows support for the unique needs of the employees, regardless of their employment or background. Some small businesses are pairing available benefits with an online portal where employees can review their benefits.
- A Focus on Wellness
The global pandemic of COVID-19 undoubtedly created feelings of stress and anxiety in most people. Therefore, when employees return to the workplace, focusing on their mental health and overall wellness should be the focus. Holistic benefits that address well-being, including financial security and mental health, may differ in the offering to employees. However, the goal is to provide overall wellness solutions that extend beyond traditional health care coverage from insurance providers. According to a MetLife study in 2019, over half of the participants stated their interest increases if a company offers holistic benefits. They also indicated their loyalty to the company would increase as they see more success in their personal and work lives.
- Workplace Flexibility
Before the stay-at-home orders required employees to work from home, there were already changes to the workplace regarding the scheduling of work hours. The traditional schedule of eight to five was slowly giving way to a more “gig” style economy. Since several employees have been working in their homes, they may be reluctant to return to standard office hours. While some companies may remain committed to the eight hours a day, 40-hour workweek requirement, other companies offer flexibility with how many hours the employee works per day but still requires the minimum 40-hour workweek. No matter how workplace flexibility may look for your small business, employees who have flexibility in their work schedule to address personal situations are typically more satisfied with their work resulting in advanced productivity. As the familiarity of working from home increases, establishing a possible workplace flexibility plan could bring the desired talent to your business.
- Employee Upskilling
According to a Deloitte study, the top reason why employees leave the company is that they feel there is no longer the ability for them to learn and grow. Upskilling employees provide that growth and help the employee feel valued. An additional benefit to employee upskilling is reducing the knowledge gaps between positions and coworkers. Look for areas where an employee could cross-train for internal growth, so they are not as tempted to seek employment with another company.
Looking Forward
Although the recommended HR strategies are for a changing workplace environment, they are not a perfect match for every company and its practices. However, if you are considering any of the above initiatives because of the COVID-19 pandemic, starting on a small-scale version may suit your business better by giving it an edge in employee morale and productivity. If you would like to learn more, please contact Bryant Consultants by calling (877) 768-4799. We provide consultation, training, and coaching and will continue to post relevant updates regarding the coronavirus pandemic. To ensure that you receive the latest updates, please follow us on Facebook and Instagram.
