Everyone has suffered greatly due to the ongoing COVID-19 pandemic. Employers particularly, aside from the personal challenges they have faced, have also had to accommodate their employee’s needs, all while trying to remain afloat in a time when so many organizations have gone under or had to let go of some employees. Most have had to abruptly implement a working from home policy in a bid to reduce the transmission of COVID-19. 

The new normal has many advantages. Besides reducing disease transmission, some companies have been able to cut down on costs which has enabled them to stay afloat. However, being a completely new adventure for most organizations, this move has faced very many challenges. Workflow, for instance, has been great challenge owing to lack of appropriate office equipment at home or reliable internet connectivity for most employees. With employees having flexible working times, the smooth transition of dependent tasks has also greatly been affected leaving employees with internal wrangles among themselves. Having to conduct meetings online, the employers are most often not able to see people’s reaction and know their attitude towards certain things. 

Due to all these, the employers have to come up with clear policies, if the new normal is to be effective. The policy should provide clear guidance on the company’s guidelines on implementing working from home. For instance, are the employees required to work specifically within the conventional 8:00 AM to 5:00 PM time lines or are they free to work whenever? How does this affect cross cutting tasks that require one employee to complete before the next can work on it? Do they need to record time sheets? 

The employer also has to ensure that the tasks asked to be performed can be safely performed at home. They have a responsibility to provide the right equipment and tools to enable their employees safely do their work. The employers have to make sure that they are not overworking their employees just because they are working from home. 

A major concern that employers have is how they will measure productivity. Traditionally, check in versus checkout times were an important metric but that is impossible to measure now. Employees and employers need to decide what exactly is to be measured, and preferably this should be tasks completed and their quality. This again requires clarity and specificity on the part of employers. 

Working from home has great effect on the workers mental health. Employees working from home are having greater rates of anxiety, work related stress, loneliness and depression. The employers therefore have a responsibility of finding a balance between meeting the company’s goals and safeguarding the physical and mental health of their employees. Employers should ensure that they have provisions in place to cater for these psychosocial hazards. Some employees are also contending with domestic abuse and violence. Employers can have regular psychological reviews for their employees to ensure that they get the help they require in good time. An obvious worry you are having as an employer now is the amount of time that would be lost by this, but this shouldn’t be the case. 

At Ponea Health, we offer a counselling package which would enable your employees have teleconsultation from wherever they may be. We take care of the whole booking process to ensure your employees do not have to sacrifice their working hours and thus everyone’s concerns are met.

Call or WhatsApp +254111013900 to make your booking today.

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