Wednesday, October 28 @ 1:00PM EST
We are excited to welcome a distinguished panel of senior human resources executives to share their experiences so far on their organizational DEI journeys, how they foresee the future of their DEI initiatives, and answer any of those burning questions you may have.
Start With Communication
The most important thing during a pandemic like COVID-19 is to communicate with internal and external stakeholders. Ensure calm by reinforcing the facts and letting employees know you are prepared. Be transparent and communicate clearly and frequently.
Plan to Support Remote Work
Working from home will not be optional during a pandemic, and HR needs to be able to support hundreds or thousands of remote workers. Equip managers and employees with information and guidance to set them up for success and address key implementation issues and cultural barriers.
Prepare to Evaluate Labor Cost Reduction
A significant unknown is the potential impact on revenue generation. Cost-cutting measures may require scenario planning to identify and evaluate workforce supply and demand projections. Depending on the length and depth of the impact, HR may need to establish offboarding processes and termination logistics.
Enable the Organization to Manage the Pace of Change and Complexity Associated With the Pandemic
Change may be complex but change management doesn’t have to be. Simplify complex changes associated with your pandemic and business continuity plans by breaking them down into manageable milestones.
Don’t Forget Engagement!
In times of uncertainty, managers play a more important role than ever in employee engagement. Sharing the rationale of decisions made, especially senior leader decisions, will be key. Guide managers to leverage McLean & Company’s 3i model: Inform, Interact, Involve, to maintain and improve engagement.