Happiness at workplace has changed dramatically during the pandemic. In fact, it is pretty tossed out due to many factors such as fear, uncertainty, mass layoffs, social distancing and more.
While it is true that happiness takes the backseat during crisis time, speculating on different ways to bringing it back should be the first concern to many organizations.
Assess Workplace Happiness
Happiness at work is complex and includes different components, most essentially: satisfaction, engagement and morale. While satisfaction is the base, engagement is much deeper and morale is the most delicate to restore.
Organizations should not be skeptical about the damage caused by the consequences of Covid 19. CEOs should launch a transparent organizational health index to measure and come up with a clear, transparent action plan.
Prioritizing on feedback post pandemic is crucial in order to understand the key elements that companies should focus on.
3 Aspects should be studied to restore workplace happiness
Satisfaction
Satisfaction would be the most important aspect to re-establish following the pandemic. Organizations should revisit the compensation plan and review the actions taken during the pandemic.
HR policies and structures implemented to cope with the pandemic should be re-adjusted. Companies should not take the advantage of cutting wages during the pandemic to make it the new norm. Gradually, companies must put more efforts on reward and recognition approach.
Critical employees and frontliners: despite the hardship and health risks, essential frontline workers continued to do their jobs. Companies should provide more equitable pay and support, opportunities for training, advancement, and better job quality.
Employees Engagement
Employees will be looking for the best conditions in order to give their best.
In fact, CEOs should focus on communicating the ongoing goals and mission. More strategy work on meaning and sense of purpose will be primordial as to encourage employees to regain their sense of own well-being and job security.
By nature, people are more engaged when there is a goal they can get behind and a purpose to inspire them. Companies should remind employees about the core values and leadership principles. By doing so, employees will understand what is expected from each one of them after the pandemic.
Leaders should be accountable for the decisions taken during the pandemic, failing to do so will foster a culture of distrust and will disengage employees.
Employees Morale
The pandemic has caused a kind of collective grief in the air.
Post pandemic grief will be there and only managers with a high degree of emotional intelligence will handle the post pandemic feelings better. Managers should be prepared in advance to handle anxiety and support the culture of employees well-being & work-life balance.
People will be vulnerable and positive emotional bonds will help spread some good vibes. However, employers should remain flexible and boost mental wellbeing.
Employees who have really struggled during the pandemic may also benefit from professional advice and managers should be trained by pointing their team in the direction of counsellors or mental health practitioners.
Innovation in HR will be the key drive to restore workplace happiness
Step1: Make employees re-onboarding exciting
Post pandemic, organizations should prepare the re-onboarding in a unique way.
The first week of re-onboarding should be engaging, welcoming and personalized. Creating out of the box initiatives to boost the welcoming and secure a positive return to work will be beneficial.
Engagement team can work more on initiatives related to volunteering which will unite employees toward a larger purpose, offering an opportunity to connect on a deeper level.
Volunteer events to support people who lost their job during the pandemic will create a sense of gratefulness and improve morale.
Step 2: Recognize “pandemic top performers” and reward them
Many engaged employees went the extra mile during the pandemic. They still want to know that leadership sees and appreciates their efforts. Companies should take time to acknowledge “Pandemic Top Performers” and allow them to do the same for their peers.
Companies should ensure to implement an incentive program post pandemic for the best action, decision or innovative ideas created during the pandemic.
Step 3: Securing top talents
Securing top talents development and gaining their loyalty post pandemic will be a priority.
Learning & Development along with Talent Management team should work together to come up with a development and retention plan.
In summary, failure to support the physical and emotional wellbeing of returning employees and risk an erosion of trust will threaten the long-term success and survival of companies. Nevertheless, a successful returnment program will accelerate business recovery, and drive sustained performance.
Can selfish companies restore workplace happiness post Covid 19?
The above points might look achievable for companies which decided to put their employees first during Covid 19.
However, selfish companies that destroyed the relationship with their employees during the pandemic should put “trust regain” as the first priority. It’s especially tough because not only does it summon up feelings of disappointment but also it can have a negative impact on the business.
It is tough to say that sometimes trust is irreparable. But trying to win back employees trust and turn them into productive and valued members requires going deeper into actions like acknowledging wrong decisions, analysing the “why” and be accountable.
Originally published at https://jobsblend.com on November 17, 2020.
