Business Recovery - Something to Look Forward To

Looking Forward

April 2020

Written by: Kelly Renz, President & CEO

If you’ve thought to yourself that you’re ready to focus on something besides COVID-19, you are about to move into the next phase of this challenging time:  the recovery and return to work process. But that is something to look forward to!

Data shows we are making progress in our fight to flatten the curve. Now, organizations need to think about what will happen as safer-at-home orders are lifted, and employees begin returning to offices and worksites.  Most businesses are anticipating a gradual and thoughtful approach in the lowest risk economic sectors where distancing and cleanliness standards can still be observed.

What do you need to consider for recovery?

This is an opportune time for organizations to reflect on what they learned through this crisis and apply the best lessons to the new operating environment.  Not all was bad – so what can you take away that was valuable?  Some considerations you’ll want to evaluate for your organization are below:

What have we learned?

  • Do you need to, or take the opportunity to, update your organizational structure?  How did leaders lead during this time?  Who emerged to step up and lead?
  • What is really the essential work to be performed?  Did you find any processes and procedures to be cumbersome or outdated?  Can you make improvements?
  • What investments are necessary?  What can you do without?
  • Consider the schedule impacts:  How have flexible work schedules affected productivity and teamwork?
  • Do remote work options benefit your talent pool?  How can you better leverage this way of working to attract and retain employees?  How does this fit into recruiting and talent selection?
  • What was the overall effectiveness of different groups?  How were their responsiveness to the needs of each other, customers and vendors? 

How will we communicate?

  • What needs to change about communication and cadences of meetings and information sharing?
  • Hold a town hall and communicate return to reset expectations as they are developed.  Everyone will be adjusting again, and change is hard.
  • Forecast your talent needs early – everyone will be ramping back up at the same time and talent will evaluate new opportunities. 
  • If you plan to hire employees that were laid off, are you keeping in touch with them?  How will you know if they are still available to you?
  • How were clients/customers served during this time?  We recommend you ask them as things settle.
  • Consider employee feedback sessions upon returning to “business as usual” about what they experienced; stop/start/continue discussions are excellent opportunities to explore positive changes.