In 2020, the work dynamic shifted like never before. Due to the COVID-19 pandemic, multinational and small businesses have changed their structure, methods, and policies. Most of the variations at work were unpredictable, and they put past goals on hold to adjust to the new situation.
In challenging times, when it comes to work and change rates, we reach out to the HR department to get answers. However, this new work situation is truly unprecedented, and there’s so much that we don’t know. So, in this article, you’ll find out why HR doesn’t have all the answers and what HR can do for you.
How HR Doesn’t Have All The Solutions
As mentioned before, the pandemic brought unparalleled challenges. The economy faced almost a total interruption in all sectors, and now is relying on investment funds and government help. Along with the reset of the worldwide economy, some industries became more productive than others because of the unprecedented high demand for their products.
Moreover, the rate of change skyrocketed along with reduced control in the workplace, pay cuts, layoffs, and a redistribution of roles. As a consequence, even when everything goes back to normal, it’s not going to be the same.
The HR departments and CEOs try to find ways to integrate and stabilize their own company while providing a safe workplace for employees. The pay cuts, layoffs, and other temporary adjustments need to be replaced by new and more stable protocols. Nonetheless, it’s a complicated process that requires planning but also smart and efficient solutions. Every decision and innovation should be carefully examined for efficiency, sustainability, and long-standing consequences. Meanwhile, HR needs to include the next possible disturbances, such as the second wave of the pandemic, government administration shift, and support norms.
So, in the midst of the novel situation, employees might ask questions about:
- Payroll and salary;
- Stability and schedule;
- New norms and safety measures;
- Investment funds, PPP, and other financial support from the government;
- Work methods such as remote work or isolated workplace;
- Structure of the company and new roles;
- New collective objectives and goals;
- Leaves and health care;
- The future of the company.
Unfortunately, not even CEOs, operational leaders, and analysts could answer most of the related questions, since we can’t anticipate the upcoming changes and obstacles we may encounter. However, HR is trying its best to reassure employees and help them focus on the present situation.
What HR Can Do
Even though the pandemic situation is unique and multifaceted, HR can help in certain areas. Here’s a list of what HR can do for employees.
Inform Employees
HR can create an information source, both online and offline. Part of HR’s competence is sharing knowledge about the company’s policies and new norms. Employees should access the section 24/7 and have the contact info of the HR administrator in case of questions. Also, the site should have an updated section dedicated to FAQ. If you are part of the HR team, consider updating the website with new questions and directives as the new norms may not be included in the firm’s policy. You can even form a group chat that can keep employees posted in trying times.
Ease The Work Of Employees Through Knowledge
The HR team should have members that specialize in a particular area of HR. The site should offer a guide to contacting the right HR component for clarification. For example, if a worker has doubts about the safety norms, the website should show them the right HR member who specializes in workplace safety guidelines. This way, employees receive explanations and directions. As a result, they understand how to approach a challenging situation and how to adapt to it appropriately.
Befriend Employees And Make Them Feel Supported By The Department
The critical aspect of HR is the connection it has to employees. Workers rely on HR for answers, so the department should do its best to support them. If you’re part of human resources, try to give employees quick and exhaustive answers. Create a dialogue and find out if there’s a need for improvement within your department. Try to show that HR is there to offer them answers. This way, you’ll help the company thrive by assisting employees in adapting to new dynamics.
What Employees Can Do
Part of the reason why employees struggle to get answers is the fact that they don’t know exactly what to ask. They may think that HR knows more than what they reveal, and, as a result, employees ask specific questions. The issue with particular questions is that they are often not included in the rules and protocols of the firm. Specifically, in though situations, those problematic questions receive general answers. Employees can help by clearing their request. This way, HR spends less time deciphering the question and focuses on finding a response, or, even better, a solution. Here are ways employees can help HR respond.
Look For Answers Without The Help Of HR
If HR is busy handling urgent requests, try to find answers by yourself. You can read the company’s policy on the site and look up the FAQ section. As an employee, you may be surprised at how many answers you can find by reading the terms and conditions of your firm. So, if you are impatient, try to explore your organization’s protocols, and maybe you’ll find what you’re looking for without even contacting HR. Moreso, check the most updated posts centered around the pandemic. HR might have anticipated questions regarding COVID-19 and work.
Be Clear And Ask Around
A common problem of HR is when employees don’t get an answer and end up approaching the situation differently from what HR told them. If you don’t understand the answer, keep asking around. Additionally, remember that some of your co-workers might help you too. They may have answers to your questions because they already went through HR and found a solution.
Bring Feedback
If you want HR to answer your questions more rapidly and in-depth, then you may want to bring some feedback to the table. If you like the approach of one member of HR, tell the department about that. Alternatively, if they use the wrong videos or charts to communicate with employees, show them a solution for that. The more employees communicate with human resources; the more efficient HR will be.
Wrapping It Up
In challenging times, HR doesn’t always have the answers you seek. However, the HR department can try to reach employees through accessible knowledge. On the other hand, workers can do their part by getting informed, asking the right questions, and giving feedback.
Emma Coffinet
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