Presentatie Post COVID-19 Transformation Program

Post COVID-19 Transformation An employee-centric approach towards your New Normal

June 2020

We bring you a complete and carefree solution from analysis to implementation and compliancy

SD Worx helps you to deploy solutions in your company framework and policies.

They not only help you be compliant, but also find opportunities to optimise. www.sdworx.be

&

Nova Reperta brings an employee-centric approach with experience in Design Thinking, company-wide transformations and change management. www.novareperta.com

The post COVID-19 world of work Employees are in varying emotional states “Many working professionals are emotionally, mentally, and physically exhausted.”

“We all have been through such a difficult time.

I have no experience in this either, but my team members are all looking at me for answers.”

free

inspired overloaded

stressed

Managers feel uncertain about handling their team’s needs

frustrated

“We need to ensure everyone understands and adheres to the new health and safety measures so everyone is safe and feels safe when returning to the workshop.”

confused lonely

relaxed

Factories are getting ready to re-start production

Many companies are fighting to stay in business

hopeful “Our company got hit very hard by COVID-19.

We need to recuperate and control the damage as soon as possible to stay in business.”

Advantages of digital businesses accelerated “Companies who were online-ready take an enormous leap over their lacking competitors during this lockdown.”

Employee engagement under stress after restructuring “We had to let some of our good people go, which has a big impact on our remaining workforce. We need to put in extra efforts to keep employee engagement from crumbling.”

Critical businesses report an exhausted workforce “As our products and services were critical during the crisis, we couldn’t keep up with demand and have been understaffed for a few months. Our people are exhausted, but proud of what we have accomplished together.”

The post COVID-19 paradigm asks for an employee-centric approach

“The business has suffered deeply from the COVID-19 crisis. We want to get back on track and recover as soon as possible, but we also need to show our people that we care about them and that they are essential in getting back on track.”

Employer

“Finally we can go back to the office again!

Although I’m exhausted from the past weeks, I’m keen to see everyone again.

However I’m also a bit nervous how everything will be, the business has gone through a tough time, should I be worried about my job?”

Employee

Not addressing these diverse needs

leads to

Risk of declining employee engagement

Showing you care defines your brand forever.

So strive to create a work environment where happy, productive, and loyal people can flourish.

It will not only impact your employer brand, but also how customers perceive you.

The post COVID-19 employee experience Growing towards the ‘New Normal’ ‘Hey Days’

Back to the office communication

One week prior to ‘Hey Day’

Hey Day …

First day returning to work

Hey Day 2

Grow It is inevitable that employee’s views and expectations have changed due to lock down. Stay ahead and adapt to the new normal.

Hey Day 1

…

Ground Reconnect Prepare employees for what they can expect on ‘Hey Day’.

…

People feel reassured, well prepared and trust their leadership

A phased and well thought through, warm welcome back in the office moment.

Tailored towards employee and business needs for a memorable experience.

…

People feel understood, cared for and motivated to get back to work

People feel proud to be part of this organization and believe in they are part of the future

In 90 days towards your New Normal 0

DAYS

Intake

30

▪ Understand post COVID-19 company and leadership context and challenges ▪ Agree on planning ▪ Identify internal core team

Design & Test the ‘New Normal’

7 1

DAY

Prepare ‘Hey Days’ ▪ Hold interviews and questionnaire to uncover employee needs ▪ Define building blocks needed for the Hey Days (e.g. logistics, address spectrum of feelings, set expectations) ▪ In order to build a framework for Hey Days with the necessary ingredients

DAYS

DAYS

Design ‘Hey Days’ ▪ Frame Hey Days & New Normal in line with company objectives and situation ▪ Detail the what & the how of Hey Days to create a script for the first Hey Day ▪ Iterate script to take changing needs and learnings from previous Hey Day into account

▪ Build on new habits and experiences from the lockdown-period ▪ Choose topics based on employee preferences and business needs ▪ Kick off multiple design sprints

90

DAYS

Build & Scale ▪ Iterate and scale towards the ‘New Normal’ way of working ▪ Identify HR and legal compliancy needs ▪ Re-assess employee needs through pulse survey ▪ Foresee concrete next steps for sustainability

Your workforce represented by 4 personas (Classic) Carl Main drivers

• • • • • •

Lockdown symptoms

• • •

(Social) Sofie

Values routine Loves regularity and familiarity Routine is also having colleagues around and cups of coffee Likes to know what he can expect Resistant to change Nostalgic

• • • •

Lost his routine → very tired Feels isolated from his colleagues and friends Had a hard time finding a new routine

•

• •

• •

Needs

• • •

Solution

•

•

Going back to the ‘Old Normal’ Reassurance that things won’t change too much “What is going to happen?”

•

They long for the structure and familiarities at the office, because it provides peace of mind Don’t call it a ‘New Normal’

•

• •

•

(Flexible) Felicia

(Remote) Roger

Values helping others Sensitive to external validation Want to be seen as good Wants to be part of the group through helping others FOMO Wants to be of value

• • • • • • •

Values personal freedom Uses internal validation Wants to be part of a team Optimistic Together we go further Values a good lifestyle Charges up through social interaction

• • • • • •

Values personal freedom Wants to do things his own way Not socially driven Optimistic Alone I am faster Hard worker and loves it (by himself)

Working too much (+9 hours) because they have no external break Faded lines between work and life Losing motivation because nobody comes to them for help

•

Loves the new freedom to choose what they want to spend time on Still feels connected with her colleagues, not isolated Transfers won commuting-time into me-time

• •

Loves this lockdown Doesn’t want to back to the office Productivity has increased a lot

Informal f2f interactions to feel human again Clear directions “How should I do everything?”

• • • •

People around them Freedom of choice Transparency & sincerity “What is my work going to look like?”

•

They long for the structure of the office days so they know when they have done enough Make the new rules crystal clear (don’t want misunderstanding → feel left out)

• • •

Give her the “illusion” of freedom Don’t make things mandatory Emphasize the we & positive future Acknowledge the severity of what happened

•

• •

•

•

• •

•

A New Normal in which the positives of this crisis are taken along Reason to come to the office Being challenged Make it appealing to come to the office sometimes for his team members, even though he doesn’t feel like it Give him the freedom/tooling to keep working this way

Typical topics towards the New Normal Culture & Leadership Health & Wellbeing Bring peace of mind to your workforce by implementing and communicating health and safety measures How do you experience the control by the employer when working from home? What about the feeling of connection with your colleagues - manager - company?

Keep your workforce engaged by sustaining and reinforcing the company core values Through leadership on distance training, creative break-out sessions, P2P support platform‌ but also clear communication between top and bottom.

Learning & Development Broaden learning and development opportunities both on scope and approach (e-learning, blended learning, P2P‌)

Performance & Rewards Maintain the momentum of togetherness by stating clear post COVID-19 goals on personal and company level

From new leadership skills to coach, develop & support our employees digitally to a way of self-development and skill building.

New Ways of Working How to review the advantage of having a company car when working from home? What about your mobility budget? How can you re-stimulate your employees to connect in the office? How do you compensate for private consumption?

Set-up your organisation for the new way of working, providing opportunities and maintaining benefits Do you have a homework policy and separate team charters? How do you measure productivity when employees work from home?

A solution for every need Qualifies for: “werkbaarheidscheques”

BASIC

Questionnaire & Insights Insights & Framing

Intake

ADVANCED DIY toolbox

CUSTOM

Carefree solution

Basic

Advanced

Custom

Basic

Advanced

Custom

Generic

Company specific

Questions

Questions & tool

Questionnaire Interviews Insights Report & Explanation Personas Leadership Framing Workshop Core Team Workshop ‘Hey Days’

Toolbox Tailored Script

‘New Normal’

Toolbox

Webinars / Video Instructions Employee Pulse Survey

Design Sprints for Multiple Topics Policies & Advisory Next Steps for Sustainability

€ 4.500

€ 12.500

On demand

Select what you need

Thank you David Schoonens

Nick Dieltiens

david.schoonens01@sdworx.com

nick.dieltiens@novareperta.com

+32 479 531 489

+32 471 91 48 78 Charissa Tse charissa.tse@novareperta.com +32 474 23 33 95