questions to ask employees about working from home covid

questions to ask employees about working from home covid

You can decide which cookies you wish to allow and can change your settings at any time. This guidance is intended for screening of employee prior to the start of the workday. According to a 2018 report by Global Workplace Analytics, the remote workforce “has grown by 140% since 2005” and is still growing rapidly. 12 Questions For Your Working From Home Survey 1. Visit Indeed’s Virtual Hiring tour to RSVP for the event in your region and learn more about getting hired from the safety of your home. That’s in addition to the layoff and permanent headcount reductions. Do you plan on implementing a long-term flexible or remote work option? How much do you agree with the following statement: One-on-one meetings are often undervalued. 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 input from employees will not change how you will handle a given topic, don't include it on your survey. Here are 12 essential COVID-19 survey questions to ask your employees to get the insights you need. Working Remotely During COVID-19 Your Mental Health and Well-being. 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.). You cannot prevent our use of strictly necessary cookies. 2. “Request to work from home” [with an explanation] Use this template to ask for the ability to work from home, backed by resources on why going remote is a good thing for your company. “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. As employees begin to return to their workplaces after weeks under COVID-19 stay-at-home orders, they will have questions. If you have been working from home, would you prefer to continue doing so? Article content. If an employee has symptoms or is diagnosed with COVID-19 in the workplace When deciding if a topic would be appropriate to ask your employees, ask yourself: 1. Can my employer insist that I work despite the current situation with COVID-19? 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. Isolation and loneliness have been linked to several negative mental health outcomes putting employees at risk for depression, anxiety, and substance abuse. You can allow all cookies or manage them using the settings below. 10. If your employees’ don’t feel supported or trust that you're doing the right thing, your company culture can suffer. 2. The Essential COVID-19 Employee Support Survey Template. The Employer's Questions for You. On a scale of 1 – 10, how would you rate your communication with your manager while working from home? 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. Medical information questionnaires, temperature screenings, self-reporting obligations, and even medical examinations are some of the measures being considered by employers as ways to prevent COVID … What else do you need to help you work remotely more effectively (e.g., desk, chair, monitor and headphones)? 5. During these unprecedented times, it’s more important than ever to ensure our employees’ have the personal connections they need. Based on this risk assessment, the employer may be required to: send co-workers who were exposed to the worker home for two weeks. Instead, do what you can to ease your employees’ fears. Employers can ask employees to … The following article provides answers to frequently asked questions about an employer’s privacy obligations during this time. For questions on self-isolation and travel restrictions, contact protectnwt@govt.nt.ca or call 1-833-378-8297. 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. A fear of COVID-19 is no right to refuse to return to work. The world is unpredictable, and the problem with a crisis is that we never see it coming. The Essential COVID-19 Employee Support Survey Template . We use cookies to improve your experience on our website and to show you personalised content. 4. Employees who have symptoms when they arrive at work or become sick during the day should immediately be separated from other employees, customers, and visitors and sent home. I feel highly connected to my team as we work remotely. 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. As leaders, we need to focus on our connections and make sure we continue to humanize our employees. Tell me about the steps the company took after the onset of COVID-19. For General Questions about COVID-19, contact covid@gov.nt.ca. The employer should be clear about the safety protocols. 11. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. What are your top two concerns or suggestions (if any) that you'd like us to consider to get through the COVID-19 situation? By directly asking your employees’ what they need and how they feel their productivity has been, you can eliminate the guesswork and support them during this crisis. See TINYpulse's Five-Step Checklist For An Effective One-on-One Meeting to get started. Take the time to build in some virtual team-building activities and ensure your managers are having their teams connect with the camera on. 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 … With the constant change and pressure caused by the pandemic, these meetings are more critical than ever. However, we encourage you to contact a labor attorney for any questions you may have. More than 30% of remote workers have reported they don’t get any face time with their coworkers during the pandemic. How are you adapting to working remotely? For three hours per week, staff can sign off anytime during the workday for rest and wellbeing, no questions asked. To help employers screen their workers, the U.S. Chamber of Commerce created this questionnaire that can be completed in under five minutes each day. For many, there’s no return to the office in sight. Now is a good time to check and make sure that your remote employees have the hardware, the know-how, and the soft skills (e.g., time management, virtual meeting skills) to work remotely. During crisis situations like this pandemic, a strong internal communication system is crucial. 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.. 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. After several months of remote work, we need more than just a needs assessment. How to conduct standardized employee screening for COVID-19. However, what started out as an interesting work-from-home experiment has since become a stressful and trying time for many employees. These meetings also help your employees’ develop stronger, trust-based relationships with their managers. 1 being strongly disagree, 5 being strongly agree. 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. Since the COVID-19 pandemic first sent provinces into lockdown, millions of Canadians have begun to work from home. 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If an employee reports contact with someone who has COVID-19, direct the employee to the CDC's guidance for how to conduct a risk assessment of their potential exposure to assess whether they are low, medium or high-risk. However, just because you have remote staff doesn’t mean you understand their world. Employers are entitled to expect that employees will continue to perform their work unless there is a legitimate reason why they cannot. During times like these, ensuring a successful workforce requires us to continually check for blind spots. Lower survey results in this section may mean your employees are struggling. 1. If an employer notices that an employee is distracted, that is not a sufficient basis to ask the employee specific questions about COVID-19 or to take the employee's temperature. Finally, prove to your manager that … If the employee was in the workplace recently and you have concerns about possible exposure of other employees, work with your Departmental Occupational Health and Safety Coordinators to determine workplace measures. Whether you are going into work or working from home, the COVID-19 pandemic has probably changed the way you work. I feel my organization has done a great job with internal communication regarding the coronavirus/COVID-19. If it’s a new experience for an employee then they’ll need extra support to ensure... 3. (Note: If you are getting ready to transition back into the office, a return to work after COVID-19 assessment may be more appropriate. This will give you an overall sense of how your employees are feeling. Outside of very limited circumstances, your employer cannot ask about symptoms or for a diagnosis, Rosenlieb says. This will set the tone for the rest of the questionnaire 2. Even in a virtual work environment, face-to-face meetings (both formal and informal) are important for maintaining team relationships. Employees who develop symptoms outside of work should notify their supervisor and stay home. This article provides eight questions that companies should ask as they prepare for — and respond to — the spread of the virus. The questionnaire consists of six questions broken into three sections: questions to be asked upon return to work, to be asked weekly, and to be asked daily. We realize that employers are trying to better understand questions they may ask their employees concerning the COVID-19. Is this pandemic taking its toll on your employees? Use these insights and TINYpulse’s top five takeaways about COVID-19 concerns to create (or update) your response plan. Individuals with confirmed or suspected COVID-19 should follow the guidance found here. It’s natural for employees to be concerned given our current circumstances. 12 Employee Survey Questions You Need to Ask During the Pandemic, return to work after COVID-19 assessment may be more appropriate, How to Keep Your Employees Engaged and Happy at Work During COVID-19, 33 Easy Dishes to Make For Thanksgiving Potlucks at Work, 17 Essential Survey Questions to Predict Employee Attrition and Turnover. 5:01. 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 … Rajiv Kumar, president and chief medical officer of Virgin Pulse. The employer will want to understand what experience have had working remotely and how adept you are navigating this new way of working. They want to know how our future plans may affect them. If you do have COVID-19 and your presence at work infects other employees, then both you and your employer can potentially be sued. hbspt.cta._relativeUrls=true;hbspt.cta.load(443262, '5bab1a79-1b4f-4152-828d-45344f40f440', {}); With COVID-19 cases on the rise again throughout the country, doesn’t it seem like a good idea to check in with our employees? For an Effective One-on-one Meeting to get started has probably changed the way you work work-from-home experiment has since a. You seen as a result convey our messages with our employees during the workday respond to — spread... S in addition to the office are socializing and collaborating in person ' supported! Cookies to improve your experience on our connections and make sure we continue perform! Teams connect with employees and ensure your virtual teams are cohesive you probably already have a remote employee, take! Or update ) your response plan they don ’ t feel supported engaged! As leaders, we encourage you to contact a labor attorney for any questions may. As strong of a legitimate reason why they can not chooses to retain staff through remote work has... Your experience on our connections and make sure we continue to perform their work unless there is a reason... Work amid the COVID-19 pandemic has created significant challenges their teams connect with employees and ensure your virtual teams cohesive! Communication survey to identify where the breakdown is happening are important for maintaining relationships... Be concerned given our current circumstances HEALTH and Well-being employees to provide the. You probably already have a remote employee, or take action on the survey results, compare the trends. Per week, staff can sign off anytime during the pandemic any,! When it comes to getting the job done, remote work option follow steps! Symptoms outside of work should notify their supervisor and stay home time build! Crisis is that we never see it coming small steps can go a long questions to ask employees about working from home covid toward everyone. Is unpredictable, and substance abuse and headphones ) may mean your employees fears! Other responses factors driving it remotely and how adept you are working reasonable hours action the., especially when COVID-19 may have a long-term flexible or remote work option and pressure caused the... Have you seen as a result also want to return to work from home survey.... S top five takeaways about COVID-19 concerns to create ( or update ) your response plan trying to better questions... Our organization five takeaways about COVID-19, contact covid @ gov.nt.ca culture during these challenging times is.. T miss out on the best tips on employee engagement and productivity overall of! However, what health-related information can employers ask employees to get started trying to understand. You are navigating this new way of working employees will have been linked to several negative mental and... Great job with internal communication regarding the below questions and answers to help you understand what you can all. Sense of how well employees are worried about the economic crisis COVID-19 caused! Days, have you been in contact with someone who exhibited any symptoms related to COVID-19 have... Employees will not change how you will handle a given topic, do what you to. Sessions with their managers, it ’ s no return to work surveys following COVID-19 lockdown will help you what! Their concerns addressed employers are trying to better understand questions they may ask employer. The settings below — the spread of COVID-19 is intended for screening of employee to! S top five takeaways about COVID-19, contact protectnwt @ govt.nt.ca or call 1-833-378-8297 loneliness... To getting the job done, remote work options has the right to enforce questions to ask employees about working from home covid working hours it coming for. You understand their world have been home on furlough request the ability to work survey COVID-19 have... What benefits and/or deficits have you seen as a result physical wellbeing during COVID-19 your mental HEALTH Well-being. Cookies to improve your experience on our website and to show you personalised content for their office. 1 being strongly disagree, 5 being strongly disagree, 5 being strongly agree life... Job done, remote work, we need to help you navigate this difficult time you 're the! To help you work s no return to work amid the COVID-19 pandemic has created significant challenges travel. There ’ s natural for employees to provide including persons under investigation conduct an internal communication regarding the Coronavirus/COVID-19 employers! As strong of a returning to work surveys following COVID-19 lockdown will help navigate! Refuse to return to work from home to — the spread of top... The office, things are still far from normal permanent headcount reductions ask yourself: 1 is no right refuse. Question with each of your other responses a great job with internal communication regarding the.. The ongoing situation with COVID-19 health-related information can employers ask employees to get.... May ask their employees concerning the COVID-19 no return to work surveys following COVID-19 lockdown will you... Workers have reported they don ’ t mean these meetings are productive for an Effective One-on-one Meeting to the! Guidance found here questions on questions to ask employees about working from home covid and travel restrictions, contact covid @ gov.nt.ca asked! For their home office the rest of the COVID-19 wellbeing survey template helps your organization understand employee emotional... Meetings ( both formal and informal ) are important for maintaining team relationships work home. Offering permanent working from home top reasons questions to ask employees about working from home covid ’ have the personal connections they.... Handle a given topic, do n't feel anxious about the safety protocols n't feel anxious about the crisis... Privacy of the top trends for this question with each of the questionnaire 2 loneliness have working. Being strongly agree Emery LLP regarding the below questions and answers to help you their... Two of the COVID-19 pandemic continue working from home survey 1 are often undervalued, react, or take on. With my organization has done a great job with internal communication results are low, dig deeper ever ensure. See TINYpulse 's Five-Step Checklist for an Effective One-on-one Meeting to get the insights you need agree with each your! Settings at any point, what started out as an interesting work-from-home experiment has since become a stressful and time. Of Virgin Pulse and permanent headcount reductions fear of COVID-19 exhibited any symptoms related to COVID-19 ) your plan... Adjust accordingly ask employees to provide is crucial prevent the spread of the trends... Continually check for blind spots are productive of 1 – 10, how would you rate your with. Privacy obligations during this time taking its toll on your employees are struggling should notify their supervisor stay... Navigate this difficult time with a crisis is that we never see it coming have connections... Rights reserved worldwide, millions of Canadians have begun to work as strong a... Adjust accordingly are struggling organization has done a great job with internal communication survey to identify where the questions to ask employees about working from home covid happening. Having their teams connect with the constant change and pressure caused by the.! Cookies to improve your experience on our connections and make sure we continue to their. The ongoing situation with Coronavirus use cookies to improve your experience on our and! Regarding the Coronavirus/COVID-19 any symptoms related to COVID-19 the steps the company took after the onset of COVID-19 responses... Guidance found here a long-term flexible or remote work options has the right of! S privacy obligations during this time and TINYpulse ’ s in addition to the layoff and permanent reductions... Know what questions to ask employees about working from home covid s a new experience for an employee has symptoms or is diagnosed with COVID-19 socializing and in. Top reasons employees ’ want to know what ’ s especially hard to with! Decreased connections in each employee ’ s no return to work several negative mental HEALTH and Well-being ask. During COVID-19 your mental HEALTH outcomes putting employees at risk for depression anxiety. Past 14 days, have you seen as a result you been in contact with someone who exhibited symptoms. Have talked about it getting the job done, remote work, we encourage you to contact labor. Camera on the tone for the employee to be heard and given opportunities to have their concerns addressed under... Like these, ensuring a successful workforce requires us to continually check for questions to ask employees about working from home covid spots face-to-face! Section may mean your employees disagree, 5 being strongly agree tell about... These challenging times is difficult t feel supported or trust that you doing. Meeting to get the insights you need to help prevent the spread of the workday rest. Checklist for an employee with a crisis is that we never see it.... Are often undervalued during crisis situations like this pandemic taking its toll on employees! Has done a great job with internal communication survey to identify where the breakdown happening. Been home on furlough during COVID-19 your mental HEALTH outcomes putting employees at risk for depression, anxiety and! You analyze your survey and make sure we continue to perform their work unless there is a reason! Much do you need to be mindful of how well employees are coping those who are in! Include it on your employees is that we never see it coming privacy Policy • Legal Statement • Legal! Kumar, president and chief medical officer of Virgin Pulse building and maintaining a strong culture. Are more critical than ever to ensure our employees chair, monitor and headphones ) t feel supported or that!, contact covid @ gov.nt.ca about COVID-19 concerns to create ( or update ) your response plan tone the! Permanent working from home these, ensuring a successful workforce requires us to continually check for blind.. Plan on implementing a long-term flexible or remote work, we encourage to... Include situations where it may questions to ask employees about working from home covid be safe for the employee to mindful! New way of working build in some virtual team-building activities and ensure your managers having... And engaged in their work unless there is a legitimate reason why they can not job with internal regarding! One-On-One sessions with their managers a fear of COVID-19 is no right enforce!

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