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As the coronavirus crisis enters its sixth month in the United States, HR professionals face new and complex workforce challenges. When should we ask employees to return to the workplace? How should businesses respond to the needs of working parents as schools reopen—or remain closed?
The coronavirus crisis has really forced many employers to make tough decisions, ranging from layoffs and pay cuts to work-from-home accommodations to revamped employee benefits. HR professionals have been on the front lines of these changes at a challenging time, working to meet organizational and employee needs while protecting employer brand.
We are now in “the weirdest recession ever,” according to CNN. The rules of business have changed dramatically in 2020—and continue to change as the coronavirus crisis continues. With so much uncertainty during these unprecedented times, how can employers plan their talent strategies, both in the short and long term?
The coronavirus crisis has spurred the world’s largest work-from-home experiment—one that may or may not come to an end, depending on whom you ask. Some polls say the majority of employees want to continue working from home, while others say the opposite. One thing is clear: Different employees want—and expect—different solutions for their future work situations.
The coronavirus pandemic has forced companies across the globe to adopt the remote work environment as the new norm. A recent Gallup poll found that the percentage of U.S. employees who work from home doubled in just three short weeks, from 31% in mid-March to 62% in early April.
An open door policy is one that many HR leaders embrace—except if no one is in the office, no one can come through your door. The coronavirus crisis has prompted HR leaders to rethink the culture-building work they do for their organizations on a day to day basis. How can we make employees feel seen and heard—when we can’t see or hear them in person? What can we do to ensure teams have the tools they need so they truly feel they’re still working collaboratively? When should we allow employees to work remotely on a permanent basis—and when should we allow them to return to the workplace?
The coronavirus pandemic has prompted massive layoffs which have sent millions of people back into the job market. In under a month, U.S. unemployment claims reached 26 million, effectively erasing all job gains since the 2008 Great Recession and likely signaling the start of a new historic recession.
On March 22, we were ready to hit “publish” on a piece about the standout qualities of the top 20 companies on Glassdoor’s list. However, as the HR landscape suddenly changed, we decided to reach back out to these top employee-driven companies to see how each has responded to the coronavirus crisis and how they are carrying forward their employer brand values in the midst of a pandemic.
From managing essential workers reluctant to come into the workplace to creating all-virtual internship programs, HR professionals have been challenged like never before due to the coronavirus pandemic. To advise the HR community as it adapts during this uncertain period, we recently put together a unique #TalkHR webinar: How HR Can Lead Through the Coronavirus Pandemic.