As the global impact and ramifications of the pandemic became clear, many people said that nothing would ever be the same again. They are not wrong. The pandemic has changed a lot of things for a lot of people. For workplaces, COVID-19 highlighted policy and procedural areas that needed to be strengthened. As we move towards working in a post-pandemic world, here are a few areas where your organization may need to make updates and revisions that are in line with a new normal. 

Employee benefit plans should be evaluated and reviewed at each renewal as well as in response to major events that have affected an organization. Right now is a good time to sit down with a qualified benefits broker to consider how your employee’s needs have changed and how that should be reflected in the benefits plan. This could include 

• Plan coverage options,
• Amount of coverage being offered, or
• Eligible expenses for spending plans.  

In addition to plan options, employers should also examine how their current insurer adapted to forced changes in operation caused by the pandemic. Did they agree to more flexible contract terms in response to temporary or permanent layoffs? Did the insurer invest in improving the client experience by streamlining claims submission and reimbursement processes? Or did they carry on as though nothing was out of the ordinary? If you were not happy with your insurer’s response to challenges caused by the pandemic, they may not be a good fit for a long-term relationship. 

Let’s hope that unreasonable and outdated sick leave policies will be replaced with progressive, impactful, and effective policies in the post-pandemic workplace. Many companies learned the hard way that encouraging employees to work even when they are sick can have significant and long-lasting consequences. Employers can improve and modernize sick leave policies by doing things like

• Encouraging employees to stay home when they have symptoms, 
• Not requiring a doctor’s note for short-term absences,
• When possible giving employees the tools to work from home at their discretion, and 
• Eliminating attendance targets from performance management processes. 

Many people have been working remotely for years while others simply couldn’t imagine how it could be done effectively. The mass transition to working from home across many industries has proved that it can be done as long as people have the tools and support they need to be successful. Moving forward, consider if your organization needs to draft or update remote work policies for certain positions. Policies should include specific supports and accountability for managers and employees to ensure they are set up for success.  

For many employees, job duties have changed significantly over the past year. Performance targets have shifted along with position accountabilities. Be sure to review job descriptions with employees and update them accordingly to reflect how positions have evolved. Accurate and current job descriptions are one of the most important tools in the performance management process.  

One of the most common objections to changes in sick leave and remote work policies is that without strict measures in place, employees will not perform. That is categorically incorrect. It is a lack of clear performance management criteria and processes that are most likely to set an employee up for failure, ultimately costing organizations time and money. In response to workplace changes that have occurred since the pandemic began, employers need to update performance management processes to set employees up for success and identify those who are struggling. This could include adjusting criteria in response to changes in job duties and expectations, taking more responsibility for helping employees to succeed, and identifying new ways to track and compensate performance.    

The pandemic has created a new world with an opportunity to revise policies and processes in a way that will improve organizational efficiency as well as employee satisfaction. Now is the time to start reviewing how your company can update its way of doing business. If you need expert advice or customized solutions, we can help! Contact us for a free, no-obligation consultation about employee benefit plans, spending accounts, and strategic human resources support.