The importance of interpersonal relationships in the workplace during Covid-19
During COVID-19, organizations seem to be migrating from a transactional mindset to a relational attitude in their dealings with internal and external stakeholders. In the 21st century, the global industrial environment is highly competitive. Several global academics and business experts observed that personality traits govern interpersonal relationships at work. The idea that business relationships require both the internal and external stakeholders to benefit from the effective relationship has recently been stimulated due to the covid-19 breakout. As a result, interpersonal relationships are becoming more vital in today's pandemic situation, especially in finding out the compatibility levels of individual employees working in the organization. Different organizations have taken effective steps and strategy to boost organizational effectiveness and productivity, which is demandable for the new normal pandemic situation:
Digital trust is essential in this pandemic era. It is also necessary to ensure that employees have sufficient infrastructure, flexibility, and data availability to do their job to the best of their ability and connect with everyone under the current circumstances. Standard Chartered Bank is now using the cloud storage-based project management software to upload their task, assign, and set deadlines for their employees. It helps to grow their trust among employees and lets them work with ease.
PepsiCo is providing at least an extra $100 per week to employees who deliver, mover, or distribute its products; giving a full salary for 14 days for any employee who must be isolated because of COVID-19. after those 14 days are up, providing at least two-thirds of regular payment for up to 10 weeks to those who are suffering from the virus or caring for a loved one with the infection. Those sick-pay measures are mandated in the just-passed Families First Coronavirus Response Act, but the law practices only to employers with less than 500 employees.
PepsiCo is among a growing number of companies across the country that are boosting pay for front-line workers, continuing to pay those who are unable to work because of COVID-19, and providing special emotional-support programs to those who are impacted by the coronavirus pandemic. Any employee who cannot work from home but must care for a child who cannot go to school or daycare is also receiving at least two-thirds of his or her pay for up to 12 weeks.
Lorna Friedman, senior associate in the global health business at the consultancy Mercer, declared," 'People first' is the mantra we think is most valuable when it comes to managing the workforce" during the pandemic. She addressed the organizations that provide extra assistance to their employees during this challenging time, "People will treasure the goodwill and reputational value of trying to do the right thing. A survey was taken on more than 250 employers, released March 27 by the National Alliance of Healthcare Purchaser Coalitions, found that almost 75 percent of respondents offered paid leave for those who were sick or quarantined because of COVID-19. More than 20 percent were considering providing paid leave. About one-third were providing additional time off if needed.
Given the emotional casualties of COVID-19, more than half of employers surveyed stated that they provided special emotional-support programs. Laying off employees results in panic and dissatisfaction. Instead, companies can discuss with the employees and develop a feasible solution that can be accepted by all. Adjusting the salary rather than downsizing among the employees to cut costs during the pandemic has proven to be an effective solution. However, they can cut off some percentage from extra allowances- travel allowance, arrange accommodation in a less expensive place, etc., or other costs like advertising, sponsorship, etc. As the online platform is now a modern workplace for every organization. Specific and clear communication is the only way to build trust among employees. To create compelling and communicative work, organizations should address every other online aspect. It will also encourage employees to adopt this new version and to look for new possibilities.
Some organizations, especially financial institutions, cannot work from home to their employees. So, it is quite difficult for those employees who have to go to their office every day during this pandemic because of safety issues. In this situation, these organizations introduce roaster-based services to ensure physical distance and safety for all employees. Companies can ensure social distancing by allowing half of the employees to work in the office for three days while the other half will work from home. For the rest of the week, the second half of the employees will work in the office, and the first half of the employees will work from home. This will result in fewer employees in the office and ensuring social distance will be more comfortable. Companies can also provide interest-free loans to support qualified staff facing financial difficulties.
By developing an ideal HR action plan based on COVID -19 situations- It is clearly understood that the standard HR plan would not work during COVID -19. New HR plans such as whether the employees will work from home or not, whether the employees will be paid a full salary or not, what are the requirements from the government, how the discriminations/business will be avoided, and many more plans. Implementing such measures is essential because employees "are the backbone of the company," said Patrick McLaughlin, chief human resources officer of PepsiCo Foods North America.
Mohammad Khasro Miah, PhD is a Professor at the School of Business and Economics and the Director of Career and Placement Center, North South University. khasro.miah@northsouth.edu