The New Reality of Returning to Work Requires Many Changes

COVID-19 has dramatically changed the way we have lived during the past 15 months. It may be a stretch to say life will return to the way it was — that is, a return to “normal.”

So as we develop a “new normal” way of life, we need to analyze what went right, what went wrong and what changes are needed to return to full operational status. For most companies, a return to normalcy includes rebuilding an in-house workforce. However, mass transit restrictions and at-home responsibilities related to COVID-19 have constrained these efforts.

During the Pandemic, the Use of Traditional Transportation and Face-to-Face Interaction Decreased

Transportation in many large cities relies on public conveyances, such as rail, bus, ride-sharing vehicles and subways. But many public transportation systems have been losing revenue due to former commuters working remotely from home and fears of riding in enclosed spaces. In fact, ridership has decreased in 40 of the 50 largest U.S. cities.

In addition, many jobs that required a lot of travel have switched to online communication, thus decreasing the need for face-to-face interactions. Walking and biking have dramatically increased, but many cities lack the infrastructure to sustain any large-scale efforts to encourage alternate means of transportation, especially for commuters who live far from their place of work.

Environmental Concerns with Returning to In-Person Workplaces

Both climatologists and economists tout the benefits of public transportation, as they reduce emissions, moderate temperatures, and help maintain air quality standards in large cities. Public transportation also reduces the need for parking areas and enables both the disabled and the elderly to travel safely.

So a return to in-person work sites must be aligned with environmental controls to ensure safety in the workplace. This effort includes having internal controls in buildings to ensure proper ventilation and air quality standards.

Indoor Requirements for Returning to Work

According to Yahoo News’ Business Insider, nearly every state has dropped its outdoor face mask requirements for those people who are fully vaccinated. However, enforcing these new policies is not well regulated. In fact, HIPAA policies prevent managers from asking their employees about their health, so a maskless workforce can only be based on the honor system.

Many companies have embraced the new policies as face mask mandates have also eased or been removed for outdoor activities and events. Businesses have removed directions for indoor movements, and when coupled with increasing capacity limits, more people will be able to travel together via public transit.

Despite restrictions having been lifted, the public has been slow to adopt a more flexible approach to public transportation. But innovative marketing such as reduced fares for peak hours and daily commuters and debunking the notion that crowds in tight spaces are a prescription for spreading the pandemic can help lure riders back to public transportation and to in-person workplaces.

Some cities and states are offering incentives for citizens to get vaccinated as well as for returning to work. Arizona Gov. Doug Ducey (R), for example, announced earlier this month that people collecting jobless benefits could get a $2,000 bonus for going back to work.

How Does a Company Enforce Return-to-Work Guidelines?

How does a company enforce return-to-work guidelines? Results will vary, but each company could start by creating a COVID-19 return to work plan similar to the one suggested by Ceridian, a global human capital management (HCM) software company. The plan could include a phased-in approach to returning to work and an analysis of which positions could remain remote. In addition, some employers are requesting a vaccination card in order to return to work.

There’s no one-size-fits-all roadmap for getting back into the workplace; however, the speed of re-entry will be based on how much home/work flexibility will remain after a return to work. Each state, city and company may have social distancing policies that need to be followed. Employers will need to create a plan that works for their organization and adjust it as needed.

For many workers, returning to work in an office is also dependent on childcare, K-12 education or eldercare. Finding qualified caregivers is challenging, as many such providers and education centers adjusted their staffing during the pandemic and are now challenged to ramp up to pre-pandemic levels. Also, some educators have experienced self-quarantining at a moment’s notice, which means parents need an alternate plan for their children to continue their education through distance learning.

Flexibility Is Needed for Merged Home and Office Work

Many employees have often merged home and work by combining both throughout the day. For example, it’s not a heavy lift to use a washing machine while watching an online training seminar. Likewise, groceries can be delivered in the midst of a large-scale project on a deadline.

Greg Montana, the chief risk officer at FIS, a business advisory company, says employees’ health and safety should be the top priority as they re-enter the workforce. After so much time spent out of the office, an in-house workforce will probably need some new equipment in order to function, which may be an added company cost. This type of expense includes providing personal protective equipment (PPE) for workers and an extraction plan for non-compliant employees. In addition, enforcement of health and security policies might create additional work for managers as well as staff.

Companies Should Utilize the Center for Disease Control’s Phased Re-Entry Suggestions

According to the Centers for Disease Control and Prevention, companies should develop a phased re-entry approach that includes self-quarantine rules should there be a reason for employees to isolate themselves. This approach means having remote work rules in place and a database that allows every employee to have access to the same performance tools remotely and in-person. Also essential for re-entry into the workplace are CDC-approved signage, hand sanitizers and socially distanced workstations.

Developing a new normal in the workplace means company rules will continue to evolve. Here are a few tips for returning to work safely:

1. Follow social distancing measures.
2. Agree to use one trusted source for updating regulations.
3. If you are ill, stay home.
4. Avoid over-crowded transportation.
5. Develop a hybrid model of working from home and engaging in the workplace.
6. Where possible, use the stairs instead of elevators in high-rise office buildings.
7. Try not to touch commonly used surfaces like handles and tables.
8. Avoid touching your eyes, mouth and nose.
9. Find non-contact ways to interact with colleagues.
10. Opt for virtual meetings in lieu of in-person meetings.
11. Avoid using common workplace items, like pens, paper and other office equipment.
12. Wash your hands frequently and for a minimum of 30 seconds.
13. Cough or sneeze into your elbow.
14. Monitor your temperature.
15. Verify the accuracy of information sources before discussing COVID-19 protocols. Use trusted resources such as CDC.gov.
16. Do not shake hands or exchange hugs in the office.

These tips involve just a few of the many factors needed to develop a hybrid work environment and create useful productivity expectations for the short and long term. Ultimately, returning to work will require thoughtful, well-planned effort from both management and employees.