Follow-on questions: Employees who develop symptoms outside of work should notify their supervisor and stay home. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. Or it may be more complex, requiring a financial investment—like ordering standing desks for their home office. In fact, two of the top reasons employees’ want to return to the office are socializing and collaborating in person. 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. Take the time to build in some virtual team-building activities and ensure your managers are having their teams connect with the camera on. 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. Ask them to self isolate and self monitor and report any COVID-like illness to their employer; shut down the job site while the … 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. I feel highly connected to my team as we work remotely. When deciding if a topic would be appropriate to ask your employees, ask yourself: 1. With the constant change and pressure caused by the pandemic, these meetings are more critical than ever. 11. Overall, I am satisfied with my organization's response to the Coronavirus/COVID-19 situation. Read Questions to Ask Employers in Coronavirus Pandemic Job Interviews for good Coronavirus-related questions to ask before and during interviews now. 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. (Note: If you are getting ready to transition back into the office, a return to work after COVID-19 assessment may be more appropriate. Do they need to be reassured? How much do you agree with the following statement: One-on-one meetings are often undervalued. 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. For three hours per week, staff can sign off anytime during the workday for rest and wellbeing, no questions asked. ... 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 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.. If the employer notices that the employee has a persistent hacking cough, the employer can ask if the employee has been to a doctor or if the employee has COVID-19. 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. COVID-19 | REMOTE WORK PSYCHOLOGICAL HEALTH & SAFETY | RETURN TO WORK EMPLOYEE SURVEY TEMPLATES . I have the right amount of virtual contact with my colleagues on a weekly basis. [Greeting] I’d like to request the ability to work from home while local officials assess the ongoing situation with Coronavirus. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. It’s natural for employees to be concerned given our current circumstances. An employer who chooses to retain staff through remote work options has the right to enforce regular working hours. What questions should employees ask their employer before they return? When it comes to getting the job done, remote work during a pandemic has created significant challenges. This can give our employees a lot to think about. When working remotely, it’s especially hard to connect with employees and ensure your virtual teams are cohesive. Lower survey results in this section may mean your employees are struggling. 9. This open-ended survey question also gives you the chance to identify trends within your company and prioritize what you need to address as an organization. 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 … We also need to reflect as an organization and adjust accordingly. During crisis situations like this pandemic, a strong internal communication system is crucial. You can decide which cookies you wish to allow and can change your settings at any time. For those who are back in the office, things are still far from normal. Is this pandemic taking its toll on your employees? “Whenever there’s a gap in communication across a remote and dispersed workforce, people fill that void with their own assumptions.” —Dr. What are your top two concerns or suggestions (if any) that you'd like us to consider to get through the COVID-19 situation? Strong internal communication is the foundation of trust in an organization. 12 Questions For Your Working From Home Survey 1. If it’s a new experience for an employee then they’ll need extra support to ensure... 3. If you have been working from home, would you prefer to continue doing so? By asking your employees’ about their top concerns and suggestions up front, you can engage them and learn what matters most to them. Based on this risk assessment, the employer may be required to: send co-workers who were exposed to the worker home for two weeks. The Essential COVID-19 Employee Support Survey Template . As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. COVID-19 has undoubtedly changed the way we interact and engage with our employees. Finally, prove to your manager that … Use these insights and TINYpulse’s top five takeaways about COVID-19 concerns to create (or update) your response plan. As you analyze your survey results, compare the top trends for this question with each of your other responses. Employers can ask employees to … We also need to understand how we can better support them. 5. We need to listen to understand and effectively convey our messages with our employees. Ensure their voice is heard. 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. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. This guidance is intended for screening of employee prior to the start of the workday. 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 … 2. However, what started out as an interesting work-from-home experiment has since become a stressful and trying time for many employees. You can allow all cookies or manage them using the settings below. Have you worked from home before? We realize that employers are trying to better understand questions they may ask their employees concerning the COVID-19. 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.). These small steps can go a long way toward cheering everyone up. 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. But that doesn’t mean we can’t have just as strong of a company culture and workforce as we did pre-COVID. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. Instead of printing a form at the office to sign, our employees are having to come up with unique workarounds to complete their daily tasks due to COVID-19 precautions. For General Questions about COVID-19, contact covid@gov.nt.ca. As leaders, we need to focus on our connections and make sure we continue to humanize our employees. Is this pandemic taking its toll on your employees? Follow-on questions: During crises like the coronavirus, leaders need to be mindful of how well employees are coping. A: Employers may ask employees to notify them if they have been in contact with someone who has COVID-19. Finally, if an employee in the workplace is found to have Covid-19, companies must inform those who might have been exposed to him or her at work during the … 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. For many, there’s no return to the office in sight. The following article provides answers to frequently asked questions about an employer’s privacy obligations during this time. Isolation and loneliness have been linked to several negative mental health outcomes putting employees at risk for depression, anxiety, and substance abuse. Unless your manager proposes it first, ask your manager if you would be allowed to continue working from home. How are you adapting to working remotely? On a scale of 1 – 10, how would you rate your communication with your manager while working from home? 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. Our employees’ want to know what’s going on—especially during a crisis. 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. During times like these, ensuring a successful workforce requires us to continually check for blind spots. As COVID-19 continues to spread throughout the United States, employers that currently have employees reporting into their facility each day are being forced to consider stringent measures to protect the health and safety of their workforce. Undoubtedly, our employees are worried about the economic crisis COVID-19 has caused. Do you plan on implementing a long-term flexible or remote work option? “Because of the coronavirus, Kickstand recently implemented more flexible work schedules, including a few mental health hours per week to encourage employees to step away from their computers and recharge during the workday. Will employee feedback or perceptions impact our decision on this topic? How are you adapting to working remotely? Among the many things you need to consider is the mental state of your employees: how do they feel about coming back to work? Cdc-Recommended steps to help you work remotely coworkers during the workday for rest wellbeing. Include it on your employees ’ develop stronger, trust-based relationships with their managers, it s... Whether you are working reasonable hours persons under investigation screening of employee prior the. 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