Rumor has is that the national shutdown is going to lift soon. Depending on where you’re located, it’s probably time to start giving serious consideration to how you’re going to get your business rolling again.
I am speaking specifically to employers who had at least 100 employees before the pandemic. Many companies have been implementing remote work, and for some industries, that works. For others, it’s a bandage, but not a permanent solution. Are you confident that all of the people upon whom you rely will be there on the day you officially “reopen”? Were you struggling to find and keep qualified people BEFORE all this happened? Maybe now is a good time to revisit how you’re going to rise to the challenge.
During this period of staying in place, many of your employees had a rude awakening. In addition to having to deal with keeping their kids safe and entertained, and finding ways to stay on top of their business emails, phone calls and tasks, another issue arose for many: their parents suddenly needing them more than before.
This virus is scary, particularly for older adults. For people who were previously independent and competent, the prospect of having to shop for food and medications in the shadow of this menace became a daunting new worry for them and their adult children. So employees who were previously untroubled by the prospect of caring for their parents were awakened to the notion that their folks may need significant ongoing assistance from them a lot sooner than they imagined.
What does that mean to you? Well, aside from having your own parents’ increasing dependence to contend with, you may also want to leverage this knowledge to bring those wandering kittens back into your fold. How? By speaking to their new concerns in your communications and offerings.
For instance, at a pre-pandemic interview with a candidate, maternity leave benefits might be featured as an inducement. What if you spoke of “elder care leave”? What if you told them about some wonderful initiatives you were offering to your employees who help aging parents? Do you think you might get their attention? Might that differentiate your business from your competitors?
Communicating to your current employees about your responsiveness to these kinds of needs has great value, too. Let’s face it: it costs a LOT of money and time to train employees. Having to replace and indoctrinate new ones is a huge waste of resources. Keep the great ones you have by letting them know you support them and want to help them manage better. They will be grateful and a lot more likely to stick with you for the long haul.
There are a lot of other ideas you might find beneficial, and Grand Family Planning is offering FREE webinars to share them with you! Write us here, and we’ll let you know when the next event is scheduled.
Don’t wait. Those kittens will be waking soon and running to whoever has the best treats.