If you have been working from home, would you prefer to continue doing so? Do you plan on implementing a long-term flexible or remote work option? [Greeting] I’d like to request the ability to work from home while local officials assess the ongoing situation with Coronavirus. Individuals with confirmed or suspected COVID-19 should follow the guidance found here. ... Set boundaries on work schedule: When working from home, be sure that you are working reasonable hours. How are you adapting to working remotely? “Request to work from home” [with an explanation] Use this template to ask for the ability to work from home, backed by resources on why going remote is a good thing for your company. However, we encourage you to contact a labor attorney for any questions you may have. Q. You cannot prevent our use of strictly necessary cookies. ... present with Covid-19 symptoms home. Lower survey results in this section may mean your employees are struggling. How much do you agree with each of the following statements. We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future.. Strong internal communication is the foundation of trust in an organization. If you work in an office, you have a set of typical … We are now more than seven months into the COVID-19 pandemic, and a reported 33% of workers in the U.S. are still working remotely—a trend that is likely to continue for the foreseeable future.. Employees who develop symptoms outside of work should notify their supervisor and stay home. With the constant change and pressure caused by the pandemic, these meetings are more critical than ever. Ensure their voice is heard. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. When can an employee with a positive COVID-19 test return to work? If an employee reports contact with someone who has COVID-19, direct the employee to the CDC's guidance for how to conduct a risk assessment of their potential exposure to assess whether they are low, medium or high-risk. You can allow all cookies or manage them using the settings below. These meetings are how we can help our employees' feel supported and engaged in their work. When deciding if a topic would be appropriate to ask your employees, ask yourself: 1. I have the right amount of virtual contact with my colleagues on a weekly basis. These small steps can go a long way toward cheering everyone up. This guidance is intended for screening of employee prior to the start of the workday. We have consulted with Harter, Secrest & Emery LLP regarding the below questions and answers to help you navigate this difficult time. After several months of remote work, we need more than just a needs assessment. Article content. This will set the tone for the rest of the questionnaire 2. Instead, do what you can to ease your employees’ fears. However, what started out as an interesting work-from-home experiment has since become a stressful and trying time for many employees. Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. Unfortunately, even though remote work has been the norm for several months, our employees still may not have everything they need to succeed. The Essential COVID-19 Employee Support Survey Template . Have you worked from home before? The Employer's Questions for You. It’s natural for employees to be concerned given our current circumstances. They want to know how our future plans may affect them. Likewise, employees … “Whenever there’s a gap in communication across a remote and dispersed workforce, people fill that void with their own assumptions.” —Dr. Talk to your manager to see if this is possible, based on current projects and team needs; if not, we’ll ask you to use your paid leave. You probably already have a remote employee, or have talked about it. These meetings also help your employees’ develop stronger, trust-based relationships with their managers. If you’re catering for a family member who’s been diagnosed with COVID-19, but can work, you can request to work from home. 11. We realize that employers are trying to better understand questions they may ask their employees concerning the COVID-19. Medical information questionnaires, temperature screenings, self-reporting obligations, and even medical examinations are some of the measures being considered by employers as ways to prevent COVID … By asking our employees what they need from us and reflecting on how we’ve handled COVID or any other type of crisis or social change, we can better support them. How much do you agree with each of the following statements: 3. A: Employers right now, including my own firm, is saying, “We need updated information with respect to your ability to work from home, your computer and network information as well as whether or not you have a scanner, printer, internet line?” All of that, so that in the event that we do need to self-quarantine, we can still work. Moreover, if having the flexibility of a virtual work environment is a deal breaker for you, ask prior to the interview to save yourself the time and effort for a position that is not right for you. Overall, I am satisfied with my organization's response to the Coronavirus/COVID-19 situation. ... in responding to a question about whether employees can refuse to return to work amid the COVID-19 pandemic. But that doesn’t mean we can’t have just as strong of a company culture and workforce as we did pre-COVID. If your ratings are lower than you’d like, take a close look at your other responses, and send a follow-up survey to learn more if any patterns emerge. What questions should employees ask their employer before they return? This particular COVID-19 survey template is designed to help you understand how to move forward as an organization during this pandemic, or any other crisis.). Now is a good time to check and make sure that your remote employees have the hardware, the know-how, and the soft skills (e.g., time management, virtual meeting skills) to work remotely. Fear and anxiety about this new disease and other strong emotions can be overwhelming, and workplace stress can lead to burnout external icon.How you cope with these emotions and stress can affect your well-being, the well-being of the people you care about, your … And this can be problematic, especially when COVID-19 may have decreased connections in each employee’s personal life, too. They also want to be heard and given opportunities to have their concerns addressed. We also need to reflect as an organization and adjust accordingly. How do you feel about working from home? During crises like the coronavirus, leaders need to be mindful of how well employees are coping. See TINYpulse's Five-Step Checklist For An Effective One-on-One Meeting to get started. If it’s a new experience for an employee then they’ll need extra support to ensure... 3. Undoubtedly, our employees are worried about the economic crisis COVID-19 has caused. Ask them to self isolate and self monitor and report any COVID-like illness to their employer; shut down the job site while the … Among the many things you need to consider is the mental state of your employees: how do they feel about coming back to work? hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'b1d8ed28-be3c-4937-b37d-fa493aa2851d', {}); A COVID-19 work survey gives you the opportunity to gauge the effectiveness of your internal communications—as well as your organizations’ response to the pandemic. We also need to understand how we can better support them. 12 Employee Survey Questions You Need to Ask During the Pandemic, return to work after COVID-19 assessment may be more appropriate, How to Keep Your Employees Engaged and Happy at Work During COVID-19, 33 Easy Dishes to Make For Thanksgiving Potlucks at Work, 17 Essential Survey Questions to Predict Employee Attrition and Turnover. Good news: You might find the solution is as simple as allowing them to pick up their office chair. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. 1. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '1e5a5a6f-a531-4558-807f-2afab9225fd5', {}); What’s more, strong virtual relationships are also crucial for our mental health. Follow-on questions: Returning to work surveys following Covid-19 lockdown will help you understand what you need to prioritize. Even in a virtual work environment, face-to-face meetings (both formal and informal) are important for maintaining team relationships. What are your top two concerns or suggestions (if any) that you'd like us to consider to get through the COVID-19 situation? Do they need to be reassured? The following article provides answers to frequently asked questions about an employer’s privacy obligations during this time. Suffice it to say that building and maintaining a strong company culture during these challenging times is difficult. Some employees will have been working from home while others may have been home on furlough. How to conduct standardized employee screening for COVID-19. Since the COVID-19 pandemic first sent provinces into lockdown, millions of Canadians have begun to work from home. Some employees will have been working from home while others may have been home on furlough. (See the U.S. Department of Labor Wage and Hour Division for additional information or call 1-866-487-9243 if you have questions.) Here are 12 essential COVID-19 survey questions to ask your employees to get the insights you need. We’ve put together a list of questions to help you understand how your employees are feeling about returning to work, This will give you an overall sense of how your employees are feeling, Offering permanent working from home options to staff can boost morale and retention, The effectiveness of communication can dictate whether it’s viable to work from home permanently, Productivity is the key to determining whether employees can work from home for the long term, It’s important to bring everyone back on good terms, so contact those who feel resentful to explain the situation and try to reassure them, Employees who take public transport may have concerns about their ability to socially distance (or having to wear face masks) while using trains, busses or taxis, People who are nervous must be reassured that you’re doing everything you can to make it safe, Not confident – Somewhat confident – Confident – Very confident – No opinion, Find out which is most important to your employees and prioritize them, Flexibility may be needed to ensure everyone can work safely, Masks are for the protection of those around you but some may not be comfortable wearing them all day, Those who are at risk should stay home and self-isolate for two weeks, but people need to be transparent and tell their employer if they’re at risk, Little is known about the effect a second infection could have on someone, so anyone who has recovered from Covid-19 should probably stay home for as long as possible, Standard question on return to work surveys but particularly appropriate now following the pandemic, Uncover additional insights you may not have otherwise thought about. If the employee was in the workplace recently and you have concerns about possible exposure of other employees, work with your Departmental Occupational Health and Safety Coordinators to determine workplace measures. Will employee feedback or perceptions impact our decision on this topic? If your business went remote at any point, what benefits and/or deficits have you seen as a result? In the past 14 days, have you been in contact with someone who exhibited any symptoms related to COVID-19? That’s in addition to the layoff and permanent headcount reductions. 4. Or it may be more complex, requiring a financial investment—like ordering standing desks for their home office. For larger organizations, the Society of Human Resource Management (SHRM) found the pandemic has caused almost 40% of employers to decrease hours and 19% to decrease pay rates. This article provides eight questions that companies should ask as they prepare for — and respond to — the spread of the virus. During these unprecedented times, it’s more important than ever to ensure our employees’ have the personal connections they need. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. 12 Questions For Your Working From Home Survey 1. 9. I don't feel anxious about the future of our organization. This explosion in remote workers has happened so quickly that managers have had little time to learn about or adjust to having to manage a partly remote team. Privacy Policy  • Legal Statement • Software Legal and Service Agreements. 11. An example of a legitimate reason can include situations where it may not be safe for the employee to be at work. Do we have the capacity to respond, react, or take action on the survey results? hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, 'bae833a8-f50e-4a21-96d9-2866bc52ab54', {}); If your survey results are slightly lower for this section, don’t be alarmed. ... 15 Job Interview Questions to Ask Employers During Covid-19 17 Job Interview Questions to Ask Candidates During Covid-19 Measuring employee effectiveness: engagement vs enablement Based on this risk assessment, the employer may be required to: send co-workers who were exposed to the worker home for two weeks. If your internal communication results are low, dig deeper. Finally, prove to your manager that … Employers can ask employees to … When working remotely, it’s especially hard to connect with employees and ensure your virtual teams are cohesive. Unless your manager proposes it first, ask your manager if you would be allowed to continue working from home. As leaders, we need to focus on our connections and make sure we continue to humanize our employees. Be as transparent as possible with changes to your workforce and keep the lines of communication open for employees’ to ask questions and share their thoughts. For more information about the cookies we use, please see our, 15 Job Interview Questions to Ask Employers During Covid-19, 17 Job Interview Questions to Ask Candidates During Covid-19, Measuring employee effectiveness: engagement vs enablement, Strictly necessary: remember your cookie permission setting, Strictly necessary: allow session cookies, Strictly necessary: authenticate that you are logged into your user account, Functionality: remember your online chat ID, Analytics: keep track of your visited pages and interaction taken, Analytics: keep track of your location and region based on your partial IP number, Analytics: keep track of the time spent on each page and the videos you watch, Analytics: identify the device you are using, Targeting: identify if you contacted or called us as a result of one of our adverts. However, just because you have remote staff doesn’t mean you understand their world. In fact, two of the top reasons employees’ want to return to the office are socializing and collaborating in person. This, in turn, helps us develop stronger relationships and create a more productive and engaged workforce—to the benefit of every employee, every customer, and every stakeholder. By taking the time to find out how your employees’ feel about your response to the COVID-19 situation, you can get a better idea of how much your employees’ trust your leadership. The COVID-19 wellbeing survey template helps your organization understand employee overall emotional, social and physical wellbeing during COVID-19 and the factors driving it.. This can give our employees a lot to think about. As uncertainty spreads through your leadership, HR department and every single employee, WorkTango is offering our free survey templates to help our community understand sentiment of employees and navigate through these unprecedented times. As you analyze your survey results, compare the top trends for this question with each of your other responses. We need to listen to understand and effectively convey our messages with our employees. Rajiv Kumar, president and chief medical officer of Virgin Pulse. For many employees, this is both a boon (because of the health benefits) and a burden (because of the practical challenges of working from home). Is this pandemic taking its toll on your employees? 1. Here’s an example of a Returning to Work survey. 3. To help employers screen their workers, the U.S. Chamber of Commerce created this questionnaire that can be completed in under five minutes each day. 2. Here are 11 questions from our research that you can use to create better dynamics with your remote employees, faster. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . 5. TORONTO -- As the number of confirmed cases of COVID-19 rises in Canada, many employers are grappling with questions concerning how they can protect their employees … (Note: If you are getting ready to transition back into the office, a return to work after COVID-19 assessment may be more appropriate. For many, there’s no return to the office in sight. Working Remotely During COVID-19 Your Mental Health and Well-being. Employees who have symptoms when they arrive at work or become sick during the day should immediately be separated from other employees, customers, and visitors and sent home. If you do have COVID-19 and your presence at work infects other employees, then both you and your employer can potentially be sued. Don’t miss out on the best tips on employee engagement and company culture. If your survey results are low for this question, make a systematic plan to incorporate (or improve your existing) one-on-one meetings throughout your organization. The employer should be clear about the safety protocols. When not all employees can work from home, we encourage you to consider additional options to promote social distancing, such as staggered work shifts. What else do you need to help you work remotely more effectively (e.g., desk, chair, monitor and headphones)? Offering permanent working from home options to staff can boost morale and retention. You can decide which cookies you wish to allow and can change your settings at any time. An employer who chooses to retain staff through remote work options has the right to enforce regular working hours. The EEOC notes that your employer may only ask questions to determine if you may have symptoms associated with COVID-19; these include fever, chills, cough, shortness of breath and sore throat. 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