There’s not an HR expert out there who could have predicted what the world of work would feel and look like in 2020. So when Society of American Florists editors asked HR expert Glenna Hecht what was coming in 2021, she rightfully said her crystal ball is out commission. “No one knows exactly what’s coming,” said Hecht, an HR expert and frequent contributor to Floral Management. “What we do know is that everything didn’t magically change at midnight Jan. 1, and because of that, everyone is getting pretty flippin’ sick of this!” she said. However, she added, “now is not the time to let your guard down.”
Glenna Hecht, HR consultant
COVID fatigue, in fact, is the one constant leaders can count on, as their staffs head into month 10 of constant change, fluctuating resources and a completely recalibrated work-life balance. People are tired. And tired people easily become sloppy people, Hecht said, noting that she’s seen employees of clients become increasingly “casual” and lax about safety protocols. It’s up to you, as a leader, to not only reinforce the rules, but also recommit yourself to consistent, clear communication, Hecht said. “When so much is topsy-turvy and so many boundaries have shifted, it’s even more important that communication is constant,” she said.
Reinforce the rules. COVID continues to hit communities in waves across the country, and those waves bring guidelines at the state and local level. Now is the time to reinforce your rules, protocols and guidelines as to where you are right now. You can’t assume all employees know to keep up and track the status of social-distancing, mask-wearing and other such rules. That’s your job. Daily check-ins are still the goal, but the beginning of the year offers the perfect time for an all-hands check-in to reinforce operating procedures.
Be consistently in touch. Don’t leave anyone hanging. When it comes to those daily check-ins, be sure to have them at the same time, delivered by the same person via the same method of communication. “If you’re not consistently communicating what the reality is for that day at your shop, people don’t know what to expect,” she said. And no one works well from a place of fear. For example, one of Hecht’s clients usually has a 10 a.m. daily call, but when the owner rescheduled it without explanation one day to 2 p.m., the staff essentially froze, worried there might be more layoffs or bad news. If the boss had just told them he was going to an already scheduled appointment, he’d have avoided being greeted at 2 p.m. by some very nervous (and understandably not very productive) employees. The bottom line: “You need to be realistic, compassionate and proactive,” Hecht said.
Model good behavior,
“This is a-follow-the-leader-type situation we’re in,” Hecht said. Leaders have to be beyond reproach in setting the example for safe, responsible behavior. Yes, this means you wear your mask indoors, but it also means you’re realistic about how challenging this pandemic has been. This transparency is crucial, as employees need to know they’re not the only ones feeling the economic and emotional toll of these past 10 months.
Pay attention and keep good lists.
Hecht prescribes three lists to guide you through 2021: what you need to do today, what you need to fine-tune for the future and what your employees need from you. The daily lists covers COVID-specific guidelines and shop-specific tasks related to daily work. The fine-tuning list includes what needs developing, projects such as updating HR handbooks and inventory management. Writing these down keeps them fall falling off the radar in times of crisis. The third list focuses on employees. Constant change demands constant feedback. Everyone has adjusted to this “new normal” and continues to adjust. Check in often and pay attention. Keeping the lines of communication open is critical.
What about vaccine requirements?
As the vaccine roll-out begins around the country, some SAF members have questions, including: Can employers require their team members to be vaccinated?
For answers, SAF turned to Paley Rothman, the Baltimore, Maryland-based law firm the association has on retainer for legal questions. (SAF members have access to a free 15-minute consultation with the firm as part of their association membership. Find out more.)
Attorney Jessica Summers directed SAF members to first review guidance from the Equal Employment Opportunity Commission when it comes to vaccine requirements.
“The bottom line,” she added, “is that employers can require employees to get an approved vaccine provided that they will need be prepared to address, and likely accommodate, employees who are unable or unwilling to get the vaccine because of another disability or health issue or because of a religious objection.”
Look for more coverage on HR issues related to COVID throughout 2021 from SAF.
Amanda Long is a contributing writer and editor for the Society of American Florists.