‘In the rush to return to normal, let’s use this time to consider which parts of normal are worth rushing back to’ – Dave Hollis
I, for one will not rush back to several things including commuting into a CBD based office day-in, day-out. I am not alone in this. Talking to a broad range of people during the week, reading posts on social media, articles in newspapers and listening to commentary from broadcasters: the way we live and certainly the way we work, for many of us, has changed for ever.
Personally, I have loved working from home. It appears that I am not alone. See link here from the Age.
I am just as, if not more, productive with regard to output. And sure I miss the incidental office banter but as we all find our Zoom (etal) rhythm, conversations are flowing more comfortably than the clunky wooden virtual meetings we all endured 5 or 6 weeks ago. So, the working landscape has changed forever. Why would you willingly return to catching a 6am flight to Sydney on a weekday morning, drive in peak hour traffic for upwards of 40 mins plus, squeeze onto an overcrowded train/tram, when the same objectives can be achieved virtually. Many have been using the same time that they would ordinarily spend commuting to and from work each day, to exercise, have breakfast with their families/flatmates/partner…. God, actually have breakfast!
As Steph Wadden, People & Organisation Director at PwC explains “the dated idea that “if someone is not actually sitting at their desk they cannot trust [employees] are delivering” has been “put on its head”.
Managers of teams of course are having to step up. While for some this is par for the course, for others, it is a quantum leap. Managing team connectivity, a supportive culture, and productivity needs a rethink in our newly adopted virtual work environments. Clear direction, accountability and trust go hand-in-hand. Employee’s experiences seem to be extreme. While some have been left to their own devices completely, with limited contact, if at all, other managers have turned into the very thing everyone hates, a micro-manager.
That’s why RR has collaborated with Founder of CareerLasso, now virtual trainer, Adele Last, offering free ‘How to’ webinars designed specifically for managing in a virtual workplace. So, watch this space for the first of several webinars that will cover off everything from managing remote/virtual teams to virtual onboarding new hires.
Need Practical Solutions?
A Temporary Workforce
Minimising risk will be top of mind and a temporary workforce solution is a great way to meet an immediate need while minimising long term financial commitment through an extremely volatile and uncertain period. Top of mind for many will be skilled resources in the health sector but also skilled resources in the area of HR, ER and OHS especially for those organisations without the dedicated in-house HR expertise who are trying to navigate their way through a rapidly changing work place environment. RR can assist with this as we have a stable of temp ready, many Work-From-Home ready professionals in this space
Virtual Temporary Professionals
All of a sudden, we are all working remotely. Thank God for cloud-based technology! But don’t forget, RR have a virtual workforce of solid all-round Temp Professionals, all of whom can support your business virtually. Our professional temps are equipped, trained and able to work from home to ensure that you have the coverage you need without putting anyone at risk
14-day self-Isolation and no cover?
If you have any staff returning from overseas, they are obliged to self-isolate for 14 days. We have the temp professionals to cover this gap. Carefully following all recommended hygiene protocols our temp professionals will seamlessly fill that unforeseen need
Work from Home ready?
As the business world prepares their remote workforce, this may change the way we work irreversibly. All of a sudden what was a privilege, something earned, the right and trust to work from home, will become the norm for most of us during the next couple of weeks. Who knew??
We can help you coordinate getting your employees up to speed quickly with easy access online OHS assessment to ensure that your people are completely compliant and prepared to work remotely.
Unbundled services and tailored solutions
We can provide specific recruitment support services on an as needed basis. For example, everything from initial candidate screening to reference and compliance checking at the other end.
Talent Pool Search & Development/Work Resource Planning
Now is an ideal time to consider the talent that that you will need moving forward once this crisis is over. Talent pools take time to build. This time can be well spent beginning the process of developing trusted relationships with your employees of the future. RR conduct talent/resource capability audits, target, search and build talent pools to fill in-demand roles for when you are ready to employ again and that time will come!
As experienced resourcers, RR can build and manage a database of specialist or otherwise, voluntary or paid resources as an outsourced service
Outsource your onboarding process in order that you have consistency of process as well as your brand as you welcome and on-board new employees. RR can manage everything from contract generation to induction process, manage vital initial communication between employee and organisation and even the performance review process. We can tailor your onboarding process to fit your requirement
We can provide comprehensive, supportive and tailor-made outplacement support as some organisations adjust their workforce.
This link offers some free resources to help you make sure your people and your organisation are compliant: https://www.rusherrogers.com.au/coronavirus-and-safety-when-home-is-the-workplace/
The items available for download are:
- Risk Management Guide
- COVID-19 Office WHS Questionnaire
- Working at Home Policy and Procedure
- Work from Home Request Form
- Work from Home WHS Evaluation Form
Please note that by providing these free online resources Rusher Rogers takes no responsibility whatsoever for the efficacy of your polices, risk, OH&S, communication or any other outcomes as a result of using all or part of the online resources made available by Rusher Rogers
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