Emma Lister People & Culture Leader – Cleaning & Transport · • Recognise employees may be nervous about returning to their work environment • People having being in furlough

PEOPLE MAKE PLACESPEOPLE MAKE PLACES

Emma ListerPeople & Culture Leader

Paul KeoghSector Director

SOFHT PRESENTATION

1

ISS Classification - Restricted - External

PEOPLE MAKE PLACES

Review the changes in the work environment faced by many employers and employees over the past months, and ongoing. Consider the impact of these changes on employee wellness and productivity, focussed within a food environment. Discuss opportunities to support now, and into the future.

Objectives

• Review current ’People Status’ – considering the impacts on those furloughed, still working, working from home, working differently, key workers, multi-site travellers etc.

• Consider the differing challenge to front line, management, off site management, senior leaders

• Determine the impact of initial change on these from a wellbeing perspective (stress/Direct/Exercise etc.

• Evaluate the changes in workplaces over the past couple of months and going forward.

• Understand the impact on conflicts, motivation levels and productivity losses, both through the workplace Personal changes as well as Personal changes.

• Suggestions and tips/tricks

Brief / AgendaSOFHT PRESENTATION


PEOPLE MAKE PLACES

SOFHT PRESENTATION

• Shielding – high risk

• HighER risk but not shielded

• Furloughed

• Working Normally

• Working More/Longer

• Self Isolating

• Symptomatic & Asymptomatic

• Working From Home (newbies)

• Site Visitors

• Non operational management

• Multi site travellers (Auditors/Regional Managers)

• “KEY” workers – and the connotations therein!

User Groups



User Group challenges

• Fear – Virus/Workplace changes/Future job security/company stability

• Motivation – evidence of workload, access to colleagues/data/information

• Social interaction & Reaction

• Timings

• Comms methods (Teams/Skype/Zoom etc.)

• Collaboration impacts

• Workstation Changes (homeworker DSE / Production line worker sneeze screens/ or Face masks/visors etc.)

• Diet/Exercise/stress levels/anxiety/coping mechanisms

• Downtime

SOFHT PRESENTATION



Changes

• One Way systems/reduced entrances/new PPE/ closed canteens/tea rooms/closed offices

• Changed workstations – safety implications/speed or productivity restrictions/output requirements

• Social interaction / collaboration / problem solving / general congeniality

• Loneliness / isolation / fear / wellbeing impacts

SOFHT PRESENTATION



Productivity Flashpoints 1 - throughout

• Loss of critical skills through absence

• Workplace adjustments slowing down the process

• Inability to communicate effectively through digital media

• Forced collaboration vs spontaneous problem solving

• Negativity regarding dynamic agility

SOFHT PRESENTATION



Productivity Flashpoints 2 – as we all return…

• I've had these great ideas whilst shielding,lets get to it…

• You’ve got a great suntan, nice holiday?

• Return from absence full of enthusiasm VsI've been working longer hours than usual

• Senior managers couldn’t care less –where have they been since March

• I've had the virus so I'm alright mate, come sit with me

• These rules are just to prevent us doing what we do best

• Oh, we are key workers, are we? Prove It…

SOFHT PRESENTATION



Partnership approach

• A study by Protecting.co.uk tells us that 30% of employees would be willing to quit their job if workplaces are not made Covid-19 “safe” and 40% won’t return unless appropriate PPE is provided.

• The health and safety of employees is the most important aspect of any workplace.

• Partnering HSEQ with People & Culture has enabled us to focus on ensuring employees working in these extraordinary times are kept safe whilst using tools already at our disposal to bring people back after prolonged periods of time.

• This has resulted in good communication and support for all employees within the business

SOFHT PRESENTATION


PEOPLE MAKE PLACES

• Using our onboarding journey means that we can consider and recognise where we need to focus our time for employees returning to work

• Adapting tools already in place ensures that we don’t reinvent the wheel while challenging ourselves to adapt to an ever-changing situation

Using the Onboarding JourneySOFHT PRESENTATION


PEOPLE MAKE PLACES

• Recognise employees may be nervous about returning to their work environment

• People having being in furlough may feel that they have more control over their environment and the virus

• Returning to work may make them feel out of control, especially if they have to use public transport etc.

• Recognise employees who have worked throughout may find it difficult to have furloughed employees returning to work

• They could be resentful of employees who have had ‘a rest’ from work

• They could be nervous about more people coming back into the workplace

Before Day OneSOFHT PRESENTATION



Discuss the ‘new normal’

• The workplace may be very different

• Reassure employees that measures have been taken to keep them safe

• Talk returning employees through the expectations when they return to the workplace (send photos/videos if possible).

SOFHT PRESENTATION


PEOPLE MAKE PLACES

• On the employee’s first day back ensure

• PPE is available and properly explained

• Discuss any changes to normal working i.e. one way systems, restricted areas etc.

• The employee is up to date with any training requirements

• Consider using a buddy system to help them understand the changes

• Check in with employees at the end of their first day to ensure that they’re ok and don’t have any questions or concerns.

Day OneSOFHT PRESENTATION


PEOPLE MAKE PLACES

• We don’t know at the moment how long this is going to last, so keep thinking about

• H&S requirements

• Not letting complacency creep in

• Keeping relationships healthy

First 3 Months and BeyondSOFHT PRESENTATION



Tips, Tricks & Resources

• There is a wealth of information available – but some of it is conflicting!!

• Use reputable sources / industry bodies / recognised sources

• Suggestions….

• SOFHT Websites & Briefings (obviously ☺)

• https://www.iwfm.org.uk/

• https://www.ifst.org/

• www.cieh.org

• https://www.cipd.co.uk/

• https://www.hrgrapevine.com/

SOFHT PRESENTATION


https://www.iwfm.org.uk/

https://www.ifst.org/

http://www.cieh.org/

https://www.cipd.co.uk/

https://www.hrgrapevine.com/

PEOPLE MAKE PLACES

• Source

Healthy-working.com

White Paper July 2021

Healthy-working.comSOFHT PRESENTATION


PEOPLE MAKE PLACES

• Five Ways To Support Your Occupants

• COVID-19 has accelerated workplace trends that were already underway. By doubling down on health, safety and well-being, facility leaders can shape positive human experiences in the post-COVID-19 workplace. Following are five ways forward:

• Safeguard collaborative areas. Make collaboration areas accessible with spatial distancing. This could mean removing chairs from a conference room, still allowing people to meet but with fewer shared surfaces. If you offer food services, take other measures, like replacing buffets with carry-out kiosks and spreading out tables — including outside, ideally. Increase the amount of collaboration but in shorter, more focussed chunks of time and include ALL levels of employees in them

• Make it easy for people to move around safely. It’s natural, but no longer healthy, for people to cluster around points of entry elevators, rest areas. Reduce crowds and save people time by managing entry during peak hours. Changing shift start times may impact on hourly productivity but may maintain it through longer running

• Support health with clear communications. Nurture a safe culture with thoughtful communications and signage, whether you’re reminding employees to distance in the lobby or sanitize their hands. Champion individual wellness where possible. For example, to reduce crowding in an elevator, save lines, and support physical fitness all in one go, make signs nudging people to take the stairs. (Did you know you can burn 1.2 calories per step?)

• Deploy connective technology throughout the facility. People may want to be in the office for all-hands meetings, but the fact is that’s not likely to happen for a while. The next normal will be a blend of physical presence and online meetings. One way to help: add videoconferencing screens in the lobby, so folks working from home might enjoy casual encounters with those on site, too ; great for the social interactions that many thrive on

• Plan for healthier, more experiential workplaces. From WELL Building standards that promote health and wellness, to embracing a workspace that blurs the lines between work and leisure, today’s workforce craves unique, positive experiences. Collaborative spaces will still be possible in a post-COVID world–they just may need to include wider aisles and broader staircases.

Adapted IFMA white paper – Peter AnkersterneSOFHT PRESENTATION


https://facilityexecutive.com/2019/10/the-well-building-standard-and-green-cleaning/


Summary

• Various User Groups, some overlapping, all present a range of productivity challenges

• Identify them, address them individually…find what works

• Various Changes – some overlapping –many will present new challenges

• Adopt a People first, then H&S, then Operational, then Commercial flow process to addressing issues

• Be Aware of different challenges within user groups

• Use a re-induction technique and increase ALL employee comms through as many media types as possible

• This is evolving and will continue to do so

• Focus on the fact that the one constant is change! Openly discuss and encourage suggestions/improvements that previously wouldn’t have been feasible

• Be available

SOFHT PRESENTATION



THANK YOUSOFHT PRESENTATION

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Documents

Emma Lister People & Culture Leader – Cleaning & Transport · • Recognise employees may be nervous about returning to their work environment • People having being in furlough