​Getting back to work looks different today.For those headed back into workspaces, a new normal includes physical distancing, hygiene measures, regular testing, and other solutions that have yet to be decided upon for the foreseeable future. For those transitioning back to work, here are ways to ease the transition. Consider appointment-based or flexible scheduling Some people get their energy from working around other people, and some prefer the focus of working remotely on their own. Many people, however, prefer some combination of both work environments, and several workplaces are accommodating these scenarios. As an example, Core Creative is one agency that allows employees tomake appointments to work in the office as an option. Discuss with your manager if a similar arrangement would help create an optimal return situation that doesn’t have to be all-or-nothing. Familiarize yourself with recovery procedures Organizations are creatingchecklists and routines for training and safety while bringing back their workforces. Familiarizing yourself may not only improve your outlook for returning, but it is also everyone’s responsibility to help keep their fellow colleagues safe. If your organizations spans different regions or countries, pay special attention to how relevant rules may differ and what applies to you.  Communicate any concernsIt’s normal to be anxious and have questions about returning to work. If you have concerns, make sure to bring those to your manager’s attention, as organizations have a duty to make their workforce feel reassured that health, safety and wellbeing come first when returning to the workplace. Take note of multiple feedback channels where you might be able to bring questions, which may include anonymous pulse surveys and HR reporting mechanisms. If you have issues you want to raise, chances are others need to know the same things. Take care of your mental healthIt’s not just your physical health that needs attention right now. Create a mental health checklist that asks questions such as: Can I deal with the demands of life? Do I ask for support when I need it? Recognize any warning signs of burn out or needing help, and talk with managers if you need help and support when you return. Finally, remember that even this transition phase of returning to work will change. The phrase “new normal” has been used to describe this period. But the reality is there will be continual adjustments as businesses approach what was once considered “normal” workforce conditions. That’s why adaptability needs to continue at each step of the next “temporary normal,” and be prepared for each new chapter to unfold. Stay flexible. 

Safely back to work in the new normalThe impact of the Covid-19 health crisis and lock down continues to present unparalleled challenges, including rising unemployment in many markets. To prepare for a safe return to work and to restart economies around the world, the HR Services industry, led by ManpowerGroup, The Adecco Group and Randstad and supported by McKinsey, has formed an alliance that will make a vital contribution to helping people return safely and enabling companies adapt to the new normal. In close collaboration with employers and placed workers, HR services providers have long embraced and integrated the required health and safety measures published Report “Safely Back to Work in the New Normal”Hopefully, after workers return to work in a way that will safe, productive and ensuring security for all.​​Download Full Report Here

COVID-19 and the need for safe distancing have accelerated the adoption of remote work arrangements by companies and it is likely to remain an option even after the pandemic is over. With more employees working from home, it has become harder for managers to detect the voice and facial cues of someone who needs support. There can be obvious signs of burn-out, fatigue or lack of engagement that are not picked up due to the lack of face-to-face interactions. Thus, when working remotely, managers and businesses need to be extra vigilant in checking in on team members, and being available with caring for mental health.Recognize the warning signsStress can manifest itself in a number of ways, including decreased satisfaction and commitment, lower productivity, increased personal conflicts, and a desire to disengage and disconnect. Employees may feel like they can’t admit they are burned out because it feels like a personal shortcoming or shows a lack of commitment. To get around this issue, astute managers will pay attention to changes in employees’ attitudes which may indicate a deeper issue. In a remote environment, this may mean explicitly asking employees about their mental state.  This can include, for example, encouraging connections beyond work matters.Take something off their plateHigh performers are high performers for a reason – they take on a lot, and accomplish a lot. But eventually, even the most productive person can reach a breaking point. Recognize any early signs of stress, and relieve your busiest workers of certain roles or duties that can be reassigned. Everyone has a finite amount of hours in the day, and productivity without burnout requires strategic cutting back on the activities that consume energy.Show OptimismIf managers show optimism, their teams will too. As an article in Harvard Business Review shared, optimism is powerful and contagious. Attitude starts at the top and can set the tone for a difficult project or a remote team that needs positive encouragement. Leaders who demonstrate hopefulness and confidence in the future are better able to help their team members find meaning and purpose in work, especially under stressful conditions. Using humour can be a useful mechanism to relieve tension and foster greater commitment from teammates.

​While it’s too early to tell when businesses will reopen or in-office work will resume, the way wepicturethe ending can tell us a lot about leadership. As we grapple with sobering unemployment numbers and hear of economic woes in nearly every industry, leaders face a balancing act of staying calm and reassuring, while also being realists about the state of their business.The question is what role optimism plays in maintaining the health and productivity of a team. Is the weekly jobs report half-empty or half-full? Positivity improves most aspects of job performance. It’s simply easier to stay productive when you feel a sense of purpose, growth or difference making. And it’s harder to maintain a rosy outlook when it feels like all is lost.Humans are hard-wired for optimism. It seems most people would prefer a distorted view of reality than one that delivers a cold truth. When Jim Carey’s character in Dumb and Dumber asks about his chances for dating Lauren Holly’s character, she gingerly replies that the odds are about one in a million. Her answer makes him ecstatic, exuberantly proclaiming, “so you’re telling me there’s a chance!”Many of us are choosing to see the economy through Jim Carey’s eyes. We believe there will be a “v-shaped” recovery. And there’s reason to believe the changes we’re experiencing during these times will have a lasting positive impact. We’ve wanted flexible working hours. We’ve been yearning to work from home. And now that we have these things, we’re unlikely to let them go.We’re basically biased toward optimism.  As Thai Sharo, a cognitive neuroscientist at University College London, noted, “when it comes to predicting what will happen to us tomorrow, next week, or fifty years from now, we overestimate the likelihood of positive events, and underestimate the likelihood of negative events.” When it comes to seeing how the pandemic will end, our nature compels us to believe that it will all be magnificent. And why not? Reevaluating our conditions of employment in light of rapid change should have a positive effect on society.The optimists among us have pointed out how pollution levels are way down.  The canals of Venice have turned clear. Animals are flourishing in cities. And we’re all suddenly interested in baking bread. When it comes to work, we’re becoming more empathetic, more flexible, and have a newfound appreciation for essential workers. These are all genuine reasons to be optimistic.Even as we’re grappling with insecurity and rapid change, great leaders can empower us with hope. According to Tomas Chamorro-Premuzic, ManpowerGroup’s Chief Talent Scientist, the best business leaders combine internal pessimism (in order to see deficiencies and foresee problems and threats), with optimism (exuding a sense of positivity and nurturing hope in others). To be sure, this feels intuitively better than the reverse: being internally overconfident while projecting external insecurities.The best leaders are the ones rallying their employees to see the best possible outcome. If they work in sports, they’re reminding their employees of how much the world will need them when they come back. If they work in the restaurant business, they’re pointing to the indelible cultural fabric that restaurants provide to our cities and towns. Privately, they’re grappling with the unknowns of whether there will be a baseball or football season, or whether the restaurant customers will be ready when they finally switch on the open sign.No one can see how this will end. But the best leaders enable their teams to see the happiest ending. Their external optimism is encouraging them to strive for that result. Even if the odds are just one in a million. They’re telling them they have a chance.To see more on this topic from Tomas Chamorro-Premuzic, see here.

​The leaders that emerge in today’s crisis will help innovate to solve the problems of tomorrow.In times of uncertainty and turmoil, leadership matters even more because the leader sets the tone for how an organization responds. Businesses need to be guided with a steady and reassuring hand, and yet pivot and be agile when the situation demands it. Grit, persistence and collectiveness are some of the traits of an innovative culture, and they are needed to face some of our biggest problems. As businesses face crisis on a global level, here are a few ways leaders can step up and help to foster an innovative culture when it’s needed most. ​Learnability is a must  Learning quickly is more important than ever in times of massive change. Leaders need to have not only a high IQ and EQ, they also need a high Learnability Quotient, or LQ. Today’s problems are so complex and multi-faceted that they require learning as fluid situations unfold. Leaders need to be role models by seeking out different experiences, unusual perspectives and by being open to fresh ideas, ever as they foster a culture of learning in their organizations.  Experimentation and communication  When we are in uncharted territory, leaders must also have an understanding of the technical skills required to effectively transform their business in times of change, such as how to suddenly shift to remote work. They should surround themselves with experts and take time to stay informed of the latest trends, challenges and opportunities facing their organization and how to communicate those needs quickly throughout the workforce.   Ability to adapt for the next crisis   Crisis and transformation does not create a once and done situation. Change is dynamic, so agility and continuous adaptation is essential. Feedback is important to informing what steps leaders should take. Leaders need to innovate, experiment and learn fast and support their teams to do the same. Tomorrow’s environment is just beginning.  

​​When you’re starting a new role, your typical first day might consist of meeting with your new manager, picking up your equipment, trying to learn the names of your co-workers, and working out where the post room, toilets and printers are. But what if your new job is remote? How will you get to know your colleagues, get up to speed on your role, or know who to contact when you have questions?Here are a few ways to make your first remote day on the job a great success.Understand the onboarding processReach out ahead of time to your line manager or HR contact to find out what onboarding will look like. The organisation might mail a laptop to you, or they may ask you to use your own device. They might take you through an induction on your first day via Zoom, Skype or Microsoft Teams, or perhaps they will email you an employee handbook. The company itself may still be trying to formalise its remote working procedures, so the process may not be as smooth as usual. Make sure you discuss the logistics of the onboarding process beforehand and fully understand what to expect.Practice the “route”It’s common to travel to the location of your new job before your first day to make sure you don’t run into any issues or get lost. The same is true of a virtual first day. Start to log on early to allow yourself plenty of time in case of technical difficulties. Make sure all the appropriate software is downloaded ahead of time and you know how to use the technology.Pay attention to your presenceIt’s likely that your first day will consist of at least one virtual meeting with your manager or your team. While you may be used to working from home in casualwear, remember to dress professionally in order to make a good first impression. Pay attention to your virtual environment, including the lighting in your room, items in the background, and try to minimise external noise.Find out how your team communicatesIt’s important to learn how your manager and your wider team prefer to engage with each other. Do they rely heavily on email, or do they tend to utilise video or voice calls? Do they use any internal networks such as Teams, Slack or Yammer to keep in touch? With regards to your manager, do they like to receive queries as they come up via email, or would they rather tackle everything in a weekly one-to-one call? Are there particular times of the day or week that they prefer not to be disturbed? Keep in mind that your colleagues might still be trying to work out their preferences as they adjust to their new routine. But knowing your colleagues’ communication styles will help you integrate with the team more quickly and foster positive interactions.Make yourself knownUsually when you start a new job, you’d immediately be introduced to lots of people in the office and learn what they do. You’d also find yourself bumping into new people in the elevator or the kitchen and forging new relationships that way. This process is likely going to take a bit longer and require more effort when you’re starting remotely. Let people know you’re the new person in any online networks like Slack or Yammer, or by sending some short emails to other people in your division. If there’s a team meeting, try to find a moment to introduce yourself and your role. You might even need to remind people who you are when contacting them by email or on a conference call, since they won’t be seeing you on a day-to-day basis. Before making a comment on a group call, simply state who you are and mention that you’re new to the company.Find work buddiesSince you’re not going to be chatting to colleagues in the kitchen over a cup of tea or having a welcome lunch, it’s a good idea to proactively reach out to individuals to get to know them better. Set up a virtual coffee chat to find out about their roles, the projects they’re working on, and anything they think you should know about the organisation. Share any questions you might have and ask for recommendations on other individuals you should get to know within the business. What insights can they share with you about the culture of the organisation?Seek out opportunitiesThe pandemic is causing workplace disruption like we’ve never seen and circumstances are evolving rapidly. Due to the fast-changing situation, you might find yourself not as busy as you expected, or even that certain projects you anticipated working on have been shelved and other tasks prioritised. Don’t complain, but rather try to identify opportunities where you can add value. Reach out to others to offer your help, and speak up in meetings to suggest ideas. Think about the additional value you can bring to the business.There’s no doubt that this is a difficult time to transition into a new role. But by being proactive, patient and flexible, you can smoothly integrate with your new team and prove your worth to the organisation.Credit: ManpowerGroup UK

Learning can take many forms. The desire and ability to quickly grow and adapt one's skill set to remain employable throughout their working life, or learnability, can be practiced both in-person and remotely. ​Professional development doesn’t have to be attending a conference or a four-hour workshop. Here are ways to continue learning remotely and foster career development. ​Focus on the future Continue career conversations with your manager, even if they are virtual. Don’t lose sight of the goal: Getting ahead both today and in the future means constant learning and development. ​Leverage technology training It’s not always possible to train everyone together. That’s where technology can come in and reach multiple workers on a flexible schedule. Social media chat forums allow real-time peer discussions to address challenges. E-learning, videos, and gamification are all options that ensure learning can take place anywhere, anytime. ​Shift to microlearning Conferences and workshops build in breaks and socialization for a reason. Taking downtime helps keep attention fresh and facilitates learning to sink in over time. Harvard Business Review recommends focusing on microlearning, or short lessons on a single topic in a five to 10-minute segment. ​Take educational breaks Your brain was not designed to be constantly “on” throughout the day, and you need recurring breaks to replenish your focus on tasks. But your rest can be productive, rather than simply scrolling through social media. Give your brain a boost with your break. You can use an app that teaches you a new language, do a crossword puzzle, or read a chapter in a book. Search for something that energizes you to be more productive later.  

Running efficient meetings can be a difficult task under the best of circumstances. It can add to the challenges if all attendees are remote and reliant on technology. Here are tips to keep virtual meetings running smoothly. Set an agendaIt’s second nature to interpret physical and facial cues in person, but the task becomes harder when you can’t easily see everyone’s screen at once or if there is a lag in audio or video. This can lead to uncertainty about who should be contributing or people accidentally talking over each other. An agenda can help clarify a meeting by sharing ahead of time who is starting a conversation and then who is contributing. Over time, the flow will become more natural. Encourage participation In a time of physical distancing, it’s important to still connect with others on a human level and encourage active participation. Getting everyone to speak up in a remote setting can feel like a challenge since it’s easier to “hide” in a digital setting. First, provide time to talk socially, even putting aside time at the beginning or end of the meeting to share personal stories and small wins. Especially when there’s no physical place to gather, everyone needs a virtual watercooler. Second, manage participation by following five steps outlined by Harvard Business Review, which includes making sure the problem is felt by participants, and no more than five minutes goes by without people working on active solutions to problems together. Use meeting chat –– politely In a physical meeting, attendees can bring hands-outs, charts or slides. All those items can be used virtually by uploading and sharing links and attachments in the chat channel of the meeting for context about topics at hand. It can also be used for texting and asking questions while another person is speaking. But also use this politely by not dominating a conversation in the chat, just as you wouldn’t talk over someone in an in-person meeting. Use the chat function to supplement conversations, not replace them. Set up office hours and take breaksNot every virtual interaction has to be a formal meeting. Many online meeting tools like Microsoft Teams and Skype for Business allow you to set a status, where you can open up your virtual door and let others virtually drop in to ask work questions –– or just to chat. Don’t schedule back-to-back meetings which can lead to virtual meeting fatigue. Take a break away from the screen to give your brain a chance to switch gears between meetings.'​Finally, remember to be patient with colleagues and with yourself as you adjust to virtual meetings. It will be an adjustment for many people. And when someone forgets to mute their mic –– inevitably –– just politely remind them that everyone can hear. We’ve all been there. 

​The COVID-19 pandemic has brought the world to a standstill. That includes what has traditionally constituted professional development, with businesses cutting non-essential travel, flights being canceled, and conventions and conferences have been called off or postponed. But this time can also be used effectively to keep professional skills sharp for when the world returns to normal. “If you’re not earning, use the time to be learning,” Becky Frankiewicz, President of ManpowerGroup North America, recently said in an interview with Cheddar. “The economy will come back and you can position yourself now to ensure that you have the right skills and capabilities.”Here are options for virtual learning that can be done anywhere, anytime.  Webinars and online training Many conferences that have been forced to cancel in-person events have provided alternatives through webinars and virtual forums, often at reduced prices or no cost. Even if you weren’t planning on attending any upcoming conferences, the abundance of affordable and accessible webinars that provide star power and high talent is worth considering. Online learning courses are another option, such as LinkedIn Learning and Percipico. Currently, ManpowerGroup is offering 60 days of free access to Percipio, for those interested in online learning.Listen to podcasts In podcasts you’ll find authors talking about their books, researchers expounding on their discoveries and experts discussing techniques to improve any professional field. Search in Google Play or Apple’s iTunes for keywords that you want to learn for work, such as public speaking tips, advice for management or productivity hacks. To make sure you’re hearing from an authority, look for podcasts that are hosted by someone with credentials that you trust.  Virtual networking Coffee meetings don’t need to stop just because you can’t physically meet for coffee. In fact, you have more possibilities if you open up to virtual coffee meetings to people across the country or world. Reach out to mentors or colleagues to ask questions, learn from someone more experienced and keep your networking skills sharp with virtual coffee. Reread classic business books Libraries and bookstores are closed. And yes, you can still order new business books online or access them on an e-reader. But you can also use this time to re-read (or finish) older business books that you have on your shelves. Consider what lessons you learned in the past, and if you have been following or have absorbed them over time. ​With the rapid pace of change, it can feel like surviving the daily battle is enough. But that means there’s never been a greater need to pursue continuous professional education. There has also never been a better time to learn for those who want to learn and keep growing. 

​As the date draws closer to 1st June 2020, preparing for the gradual re-opening of businesses after the end of the circuit breaker is top of mind for many employers. Most organizations are now at a critical juncture as they navigate a phased shift from remote work to restart operations and support their people to return to the workplace, while working within the requirements of the new physical distancing economy. Although the re-opening of workplaces differs by industry, we know that it will take large-scale cooperation and alliances to prepare.​That’s why ManpowerGroup has forged a key partnership between other HR industry leaders to help companies plan a safe return to work. This week we co-published an industry report,“A Practical Guide to a Safe Restart: Best Practices for Organizations”, and call upon employers, trade unions and NGOs to join us, too. Organizations of all types and sizes can use this report to identify and apply best practices that will get them up and running in a safe, healthy and productive way.

Welcome to the Work from Home age.  The impact of the covid-19 virus has suddenly transformed the global workforce into largely a remote workforce. For some, their familiarity with technology has made the transition a relatively smooth one, with more conference calls and Zoom chats. For others, learning digital etiquette and use of technology requires some getting used to. Below are guidelines and helpful tips to follow and share with colleagues to collaborate better.  Designate channels for types of communication   And stick to their purposes. It can add to the stress to sort through emails, texts, Slack messages, voicemails and other forms of communication to find what you’re looking for. Having multiple forums for different types of communication –– such as urgent vs. long-term planning –– can help as long as everyone is clear which forum is used for which type of communication. Once a system is in place, it’s much easier to find what you need in a timely manner.   Remember the phone call  One rule of thumb is to have two or three email replies before you pick up the phone. It can be much faster and more efficient to have a 5-10 minute phone call to hash out details rather than 5-10 emails back and forth. It also helps to bring a sense of humanity into a conversation simply by hearing someone else’s tone and voice.   Take advantage of chat – wisely  Quick text chat tools like Slack and Microsoft Teams can be time-savers if you need a quick question asked without opening up and composing a whole new email. But it can also be a time suck when chat turns into a longer discussion that’s better for a conference call or email. Or it can splinter your focus time if you constantly get pinged. Feel free to on an away message or set your status as busy if you don’t want to be interrupted while you’re working on a project.  Don’t overuse reply all  With the best of intentions, people try to keep others in the loop by replying all to an email chain. But before you send a message to everyone by default, consider if everyone needs to read what you’re about to send. Overcommunicating in terms of replies to everyone can bury someone’s inbox, and hide some of the most important communication that needs addressing.  Technology can be a godsend when it connects us across locations or time zones when there’s no other way to reach out. But also can take over. Make sure when you’re working remotely that technology is your tool, and you’re not becoming a tool of technology. 

A big part of work is about being human and needing social connection. When working remotely, it’s easy to feel the effects of social isolation and a lack of different interactions in your daily routines. It’s important to combat the isolating effects by being intentional. Here are tips to stay connected beyond task-oriented work.  ​Designate a social channel  Not every interaction with a co-worker needs to have an explicit work function. The watercooler effect has an important place for bringing people together. But in a digital world, that needs to be fostered by creating a place where it’s permissible to open up, share photos of pets or simply blow off steam. And the research backs up why this is important.  ​Stick to a quitting time  Working all the time can make anyone feel disconnected from the larger web of social frameworks. Setting and maintaining a time to stop work for the day will allow you to reconnect with family, get in touch with friends or even take a walk and get a breath of fresh air. ​Seek out a (remote) mentor  For people struggling to adapt, there’s no reason to go it alone. Assigning or seeking out mentors can prevent someone from spiraling into problems. Change and working remotely is a difficult process for anyone but guidance can ease the process.  ​Grow your network  Socializing doesn’t just take place with coworkers. Your extended network of professional connections also provide valuable social contact, and you can continue to build that web through digital platforms. There are digital options to spread your message, including blogging, vlogging, and podcasting. Tools like Anchor.fm now make it possible to start a podcast with little equipment or training, using equipment as basic as your phone.  ​Take an actual lunch  When you’re in the office, you may take a hurried lunch by yourself at your desk. At home, you have the luxury of making a real meal in your kitchen and sitting down at your dining room table. Use this time. Make a real lunch and connect with people either at home or through an online chat.  ​These measures are important not only personally, but also professionally. According to a study published in Harvard Business Review, 35% of the variation in a team’s performance can be accounted for simply by the number of exchanges among team members, and the “right” number of exchanges in a team is as many as dozens per working hour. So go ahead, indulge in social conversations –– and feel and perform better.  

Hiring looks different these days.With businesses practicing social distancing as much as possible, traditional interviews have morphed into virtual exchanges with video taking center stage. Here are ways to master the virtual interview new normal. ​Practice the “route” to avoid technical difficulties ​It’s common practice to drive to the location before your interview to make sure you don’t run into any construction or confusing directions. The same is true of a virtual interview.  Make sure the appropriate tool is downloaded, you have an account and are signed in, and you know how to use the technology. Virtual meetings can also be frustrating if they are hampered by freezing frames, lagging audio and dropped calls. Help ensure that your virtual meeting goes smoothly by asking others in your home to avoid using high-bandwidth activities like online video during the time of your interview. If wifi is still an issue, use hotspot data as a back-up. Many wireless carriers have added bonus hotspot data for free for the upcoming weeks. Pay attention to your presence ​During an era of working from home in casual wear, remember to dress up, look professional and be confident. Presentation matters in an interview, and in a virtual interview that includes having an uncluttered and professional background. Sit up straight and hold an upright body posture. Notice your breathing and inhale from your diaphragm, which prevents you from hunching over. Practice how you’re going to present eye contact, facial gestures and even your listening. Pay attention to how you are going to carry yourself, show enthusiasm and confidently lead with skills. Conduct a mock virtual interview ​Getting confident at interviewing takes practice, and this is also true for adapting to a virtual interview format. Practice by conducting a mock interview over video. Most college career centers provide services to alumni and often have services to conduct a mock job interview, and many are offering virtual services. If this isn’t available, rehearse with a friend before the interviewing process.Send a timely follow-up ​A timely follow-up can help highlight and reinforce your best impressions after the interview. Send an email note to recruiters saying what made you feel connected to the position and how the interviewers helped you understand the role. This can reinforce what others thought of you. You don’t need to say too much to stand out in the digital flood of information. ​In this format, many of the same interviewing techniques apply while new challenges arise at the same time. Don’t expect perfection –– interviewers are likely going through the same struggles. But preparation to adapt to the new medium will show another layer of skill and can work in your favor.

Remote working has become the new normal in the wake of COVID-19. How can employers support their remote employees from afar during this period?​Despite having been around for years, not many employers offer remote work as an option. Many employers were thus unprepared for the transition to telecommuting when governments around the world enforced stay-home policies to curb the spread of COVID-19 within the communities.​​With most businesses closed, these are challenging times for both employers and employees. Day care centers for children and seniors are closed and living at home with both children and elderly family members to care for can be taxing for working individuals. .​Here are ways employers can support employees working to care for themselves and their dependents during the COVID-19 outbreak: ​Provide flexibility ​With kids at home and other personal commitments demanding for attention, staying focused while working from home can be challenging for employees. Employers have to recognize that employees, regardless of their gender or marital status, can be parents or caregivers. During this period, employers can support employees by allowing them the flexibility to arrange their work around their other personal commitments. For example, letting employees arrange video meetings during their children’s nap times. ​​Communicate your expectations ​Many workers are telecommuting for the first time ever and may feel lost or uneasy with the new mode of work. Moreover, working at home has blurred the lines between work and personal life, and some employees may not know when to switch off. Leaders need to communicate their expectations to employees clearly and let them know how their performance will be measured during this period to help them understand what needs to be done. Also, when setting expectations for employees, be realistic and take into consideration various life factors that could affect employees’ productivity. For instance, the Internet speed might be slower at home as family members will be accessing it to do work or home-based learning. ​Focus on output rather than screen timeSimilar to presenteeism at work, employees’ screen time does not equate to productivity. Don’t insist that employees have to be at their screens from 9 to 6. Leverage on the flexibility that remote working gives and let employees work at timings when they are most productive. For instance, let an employee take a longer lunch break so that they can cook lunch for their family. The employee can make up for the additional time away by working at a time when they are better able to concentrate, such as when their dependents are asleep. Free from distractions, the employee may be able to produce better quality work or get more things done than usual, benefiting the employer. ​Check-in on employees regularlyIt is more important than ever to connect with employees personally now that opportunities to interact at the workplace are gone. Besides team meetings, employers can also make use of video conference technology to organize virtual team events where employees gather to mingle online. Employees’ children can also be invited to participate as well, which can help young children understand that their parents are working at home even though they are not at the office.​Employers can also connect with their workers on a personal level by having one-on-one video calls with employees. During the call, check in on their conditions and if they have any concern that they would like to share. Lend them a listening ear when needed as some may have no outlets to turn to for stress relief. This is a difficult period for many and showing empathy and support can go a long way in helping employees stay engaged and motivated. ​Create a support group for employees in the same situationEmployers can create an online platform for employees with the same situation to seek advice and share resources. For example, employers can create a group chat in communication apps for working parents where employees can share resources for home based learning, activities that parents can do with their children or seek advice from each other for parenting issues.​With remote working becoming the new norm for now, employers have to rethink the way they manage employees and keep them engaged and focused during this challenging time. View working from home as an opportunity to discover new (and even better) ways to engage employees rather than a disruption to business as usual. Show employees that you care about them and they will reciprocate in turn.

​Working from home sounds great, but the transition to telecommuting during this period can be highly stressful as governments around the world move to limit movement and curb the spread of the coronavirus. The disruptions to daily life caused by the COVID-19 pandemic are bringing forth new challenges that even seasoned remote workers might find overwhelming to handle. In the midst of trying to juggle everything, you might neglect your well-being and put yourself at the risk of burning out or falling sick. Besides creating a conducive work environment at home, you have to take care of your well-being to stay productive and healthy while staying home.Here are some self-care tips to help you get started.   Watch what you eat You are what you eat, so eating a balanced diet is key to staying healthy. Plus, it will help you stay fuller longer, helping you to focus better. A simple way to make sure you’re eating healthily is to divide your plate into four. Wholegrains and your choice of protein should take up one-quarter of the plate each, and the rest of it should be filled with fruits and vegetables. Additionally, keep yourself hydrated by drinking lots of water.   Avoid junk food and sugary treats Working from home means you have easy access to your kitchen, which means you can conveniently whip up a healthy meal for yourself. However, the opposite applies as well, and you might find yourself snacking on junk food more often than you would like to think. Many of us tend to snack to relieve some boredom or stress, and the snacks tend to be high in sodium or sugars, which are detrimental to the body in the long run. Stick to eating healthy and during your regular mealtimes. If you really want a snack, opt for healthier options like nuts and fruits instead of crackers and ice cream.   Maintain a regular sleep cycle The body needs to sleep to function well, and maintaining a regular sleep cycle is key to achieving the good night’s rest. It can be tempting to stay up late, sleep in or take afternoon naps when you’re working from home but doing so can mess up your sleep cycle.  Stick to waking up and sleeping at fixed times can help you achieve better quality sleep, and you are more likely to wake up refreshed and focused throughout the day.  Also, make sure you are sleeping enough too – an adult body performs its best with seven to eight hours’ sleep. If you’re feeling sleepy in the day, do some light exercises or take a walk around your house instead of taking a nap to avoid disrupting your sleep schedule.    Exercise Just because the gyms and parks are closed does not mean you can’t exercise. Working out have many benefits to the body, including feeling more energized and stronger immunity. Set aside thirty minutes to an hour each day for some exercise to stay fit. Keep things interesting by varying your workout. Besides jogging, you can participate in online fitness classes where there is some interaction with the instructor.    Do social hangouts If you have been working in a bustling office environment, working from home can feel isolating due to the lack of human contact. According to a 2015 research article titledLoneliness and Social Isolation as Risk Factors for Mortality, feelings of loneliness and isolation can negatively affect your emotional and physical well-being, even more so than obesity and smoking itself. To prevent this, find new ways to interact with your co-workers and friends. For example, you can arrange to have lunch via video call with your friends. You can also create a group chat with co-workers for casual conversations and share interesting things that have happened to stay in touch.   

Global Best Practices for Getting Back to Work: #SmartRestart #PeopleFirst  As countries around the world begin to relax lockdowns, lift restrictions and plan for a return to some kind of new normal, it’s refreshing to be looking ahead to restarting our economies and reopening our workplaces. Already there are lessons to be learned from early waves from South Korea and Singapore, and now the Nordics, Spain, Italy and others planning how to ease thousands of workers safely back to work in the coming weeks.  While we scrutinize the impact of this health crisis on GDP, digest the reams of data and look ahead to formulate scenarios to minimize damage to our economies and businesses, it’s imperative we remember this crisis is all about people – about how people behave, how people react and how they respond in times of crisis.  The question we should be asking is not how speedy, how soon or how stringent a lockdown or lifting of restrictions should be; more, how do we encourage individuals to act on the information available and change their behavior accordingly?  For example, while restaurants remain open in Sweden, business is down 80% - because adherence to public advice is incredibly high. The focus on not alarming the population yet creating the culture and conditions that encourage people to take the right steps is one of the most important determiners of how we will emerge from this crisis.  Employers have a significant role to play with 3.3bn people at work every day. When we talk about how to reopen the economy, understanding that customers and employees want to feel reassured requires data and insight to build trust and instill confidence for a strong, smart restart. As a global organization operating across more than 75 countries, here’s what we can learn from those countries first impacted, first emerging: Testing, tracing and technology is key. Just as tech bridged the way almost overnight to remote working, it will also help bridge society back to reopening. Data is strengthening our response to the pandemic and the fast deployment of contact-tracing and self-diagnosis apps are helping containment.  In Singapore, a contact-tracing app that requires users to opt-in and share data, is already proving that many prefer the confidence of knowing and minimizing health risks. It also helps ensuring individuals at risk follow the quarantine rules. Widespread availability of testing is critical too.  Spain may prove to be one of the hardest hit countries in Europe, yet this week a partial release of lockdown allowed 300 000 workers who couldn’t do their jobs remotely return safely to work thanks to distribution of over one million testing kits, and 10 million masks provided at subway stations. What we can also be confident of: people will not return to productive employment if it’s perceived as a risk to their health and to the health of their loved ones. Communication, Communication, Communication. Openness and honesty remains key, and it works both ways. The best employers are carrying out pulse surveys, asking people what works for them, what they expect from their employer and how they can do more to help. Others - like airlines – are asking customers what will make them feel comfortable to fly again. In South Korea the government launched a campaign to educate people that testing at a national scale was key to containment. They established a call center to keep people informed, introduced an app to assist self-diagnosis and tracing, and wearing masks in public was universally adopted. Clear communication focused on data and insight has undoubtedly saved lives and allowed people to work safely and confidently. We cannot simply flip the switch.We cannot go from ‘off’ to ‘on’ with the current situation. There will be no universal return date for all. Countries ahead of the curve are orchestrating a phased approach prioritizing health and containment. Employers must provide clear guidance so people understand the rationale around returning. Gatherings at work and outside will be controlled. Workers who can work remote will likely stay home. Shifts will be staggered to allow for physical distancing, deep cleaning will happen between shifts and protective materials will be available to workers. Temperature-taking and virus-testing will continue in order to contain the virus, reduce anxiety around inevitable, controlled flare-ups and heighten worker confidence.  Partnerships and collaboration counts.Reopening the economy will require large-scale cooperation and alliances -- public and private, international and domestic.   That’s why we are proud to join together with HR Industry Leaders and call for employers, trade unions, and NGOs to join us, too. We know this collaborative model works. Countries around the world are beginning to minimize disruption with a collective will to defeat the virus. In South Korea the public and private sectors are coming together quickly and efficiently, seamlessly merging data to identify new cases and isolate their spread, resulting in raised awareness and socially responsible behavior.  Acknowledge we will return to the future, not the past. Now is the time to embrace a shared vision of tomorrow. The sudden transformation of how we do business is going to have a lasting effect. Some of these changes are closer to what workers wanted all along. For years we’ve heard the growing chorus of calls for more flexibility, for remote working. Trust is now being required of both sides - to balance wellbeing, productivity and independence.  And for those who remained on the job – the essential workers who have served us in hospitals, grocery stores and delivery centers – their service must remain valued and rightly rewarded long after the shut-down ends. Work is something that largely defines the human experience. If we remain strong, resilient and well-positioned to support our colleagues, customers and communities we can all be safely back to work - however that manifests itself in the next normal. Employers must be a part of the solution and put the wellbeing of their people at the heart of what they do, protect lives and livelihoods.  After all, we’re all in this together. ​This article is written by Jonas Prising, Chairman & CEO of ManpowerGroup. The original article was published on LinkedIn.

​​​To slow down the spread of COVID-19, many workers worldwide are being told to work from home. The mass shift to telecommuting have left many workers scrambling to secure laptops, internet routers and other items they need to set up their home work space. Besides getting the technology, adopting good work habits and creating a conducive environment are important in helping you stay focused and motivated while working from home.​Here are some tips that you can incorporate into your daily work activities to boost your productivity:​Work from a deskIf you have been working from a desk at work, continue doing the same at home to emulate your usual work environment.Sit in a good postureSitting upright while you are working will help to increase oxygen flow to your brain and help you stay focused as you work. Find a chair with back support and place a cushion or rolled-up towel at your lower back for the extra support if needed. Also, make sure your eye is level with the top of your laptop screen so that you do not strain your neck.Bedrooms are for sleeping onlyWhile it is tempting to work from bed, this is a no-no as the bedroom is typically a space where you unwind and rest for the day. Working in your bedroom might blur the lines between work and personal time, and even affect the quality of sleep you get in the long run.Choose a clean and well-lit area to do your workBeing surrounded by clutter while working can be distracting. Working in a clean and well-lit area can help optimize your focus and think clearer. Not only that, working in a clean environment will be beneficial to your physical health. Do remember to regularly tidy your work space and ensure it is clean.Do some light exercises during breaksWorking for hours in front of the screen can take its toll on your body. Make the most out of the personal space by doing some light exercises such as stretching or go for a walk. This will help to reduce muscle soreness and stress in your body, as well as stimulate blood circulation, giving you an energy boost to keep you going throughout the day.

The coronavirus outbreak has triggered an accelerated trial run for remote work at a previously unthinkable scale. What we learn in the next few months could help shape the future of work and drive innovation across a range of business functions and industries. However, while much of the focus has been on whether technology and infrastructure can handle the surge in demand, what’s often not considered are the communication nuances crucial to productivity.​The digital era has ushered in a revolution in communication that’s equivalent to the one surrounding the invention of the printing press. It’s changing how we speak — often in bullet points. And it’s affecting what we hear, as the jumble of information coming at us can lead to frequent misunderstandings and confusion.​People who work on remote teams face these challenges consistently. According to recent estimates from Gallup and the Bureau of Labor Statistics, 22% of Americans work from home, while nearly 50% are involved with remote or virtual team work. This continuing shift calls for a new range of behaviors and skills.​Why do remote teams demand new collaboration skills? What’s missing from our texts, emails, conference calls, and other digital communications? Body language. Even when we’re co-located, the tone of a text or the formality of an email is left wide open to interpretation, to the point that even our closest friends get confused. These misinterpretations create an anxiety that can become costly, affecting morale, engagement, productivity, and innovation.​Remote communication can distort the normal pace of our conversations. The delay between our messages can often postpone or hide emotional reactions to our comments. How many times have you written an email and, immediately after hitting send, felt concerned about how it would land? Would your boss see your late-night email and consider it to be an intrusion on their private time? Would they tell you if it was? While we may have become used to these types of asynchronous interactions, they can still conflict with our normal rules for social interaction. Lacking an immediate response, we can become distracted, second-guess ourselves, or even grow frustrated with our teams.​To perform at the highest levels, remote teams have to find new and better ways to operateFirst, consider that there are three kinds of distance in remote collaboration: physical (place and time), operational (team size, bandwidth and skill levels) and affinity (values, trust, and interdependency). The best way for managers to drive team performance is by focusing on reducing affinity distance. Try switching most remote communication to regular video calls, which are a much better vehicle for establishing rapport and creating empathy than either e-mails or voice calls. And design virtual team-building rituals that give people the opportunity to interact regularly and experience their collaboration skills in action.When remote teams communicate well and leverage their strengths, they can actually gain an advantage over co-located teams. Here are some best practices to master.Don’t conflate brief communications and clear communications: In our efforts to be efficient, we sometimes use fewer words to communicate. But such brevity can mean that the rest of the team wastes time trying to interpret your messages (and then misinterpret them anyway). Don’t assume that others understand your cues and shorthand. Spend the time to communicate with the intention of being ultra clear, no matter the medium. Indeed, you can never be too clear, but it is too easy to be less clear than you should.Don’t bombard your team with messages: Do you follow up on a task by email, text and phone? Do you tend to ask people if they got your previous message? Abusing those access points can be a form of digital dominance, a relentless and uncomfortable form of harassment. The medium you choose creates different demands on the time of the receiver. Using all of them for the same messageis ineffective (as well as annoying). Choose your digital volume wisely.Establish communication norms: Remote teams need to create new norms that establish clarity in communication. Companies such as Merck have created acronyms for their digital communications like “Four Hour Response (4HR)” and “No Need to Respond (NNTR)” that bring predictability and certainty to virtual conversations. Individual teams can also establish their own norms — e.g., to use or not use Teams, Slack, Google Docs, or WhatsApp groups. And norms can also exist on an individual level, such as people’s preferred response time, writing style and tone. For example, some individuals prefer short and quick messages, while others favor lengthy and detailed responses; people also differ in their preference and tolerance for humor and informality.While we often tend to regard human predictability as a defect, few qualities are more sought-after at work, especially in virtual collaborations. We are all unique, but our consistent behaviors help others predict what we do and, in turn, help them to understand us — we all benefit from being understood. You can make that easier for others by establishing a clear personal etiquette and sticking to it consistently.See the hidden opportunities in written communications: Being behind a screen can create new opportunities for certain team members, making space for those who might be less inclined to speak out in groups. Text-based communication places less importance on interpersonal skills and physical appearance, offering an effective way to share power and decision-making. Research shows that introverted individuals are less inhibited in online versus offline interactions. However, you need to watch out for virtual unconscious bias, where punctuation, grammar and word choice might reveal prejudiced attitudes towards certain groups.Create intentional space for celebration: Old school birthday cakes are still important for remote teams. Creating virtual spaces and rituals for celebrations and socializing can strengthen relationships and lay the foundation for future collaboration. Find ways to shorten the affinity distance. One company we worked with celebrated new talent by creating a personal emoji for each employee who had been there for six months. You can find your own unique way to create team spaces for social connection. How you do it is less important than whether you do. As more and more of our interactions happen digitally, we will continue to experience new forms of miscommunication and misunderstanding. The solution will not come from new technologies (although, no doubt, developers will keep trying to bridge that gap). Instead, the solution is in understanding the new rules of engagement; in building a communication skill set that reflects the demands of our digitally-driven age.

In response to the current COVID-19 (Coronavirus) outbreak, many companies are requiring some or all of their employees to work from home.While working remotely does provide some advantages such as saving time and money by eliminating commuting, it can also increase stress levels. For many, this is an unexpected development they may be unprepared for.Working remotely can be challenging under normal circumstances—but for those doing so for the first time or adjusting to sharing their home office with children, spouses or roommates—it is important to create structure and expectations. This applies to your colleagues and also within your home.Potential Challenges Working Remotely:Lack of colleagues and managers to collaborate with and stay on taskWorking too many or too few hoursManaging work/life balance and establishing boundaries to limit distractionsLack of everyday face-to-face interaction, increased feelings of isolation and decreased motivation and trustPotential for miscommunication due to lack of non-verbal cuesEssential Tips for Successful Remote WorkingIn addition to any best practices your company will share relative to specific requirements for your technology and cybersecurity, the following tips enable optimal productivity:Prepare for SuccessCreate your workspace:Establish a dedicated work environment that is free from distractions. Consider logging out of all social accounts during work (unless necessary for your job). If sharing a space with others, lay ground rules and expectations for noise levels and break times.Evaluate and upgrade your home technology:Consider increasing or boosting your Internet bandwidth especially if you have multiple people accessing your network at the same time. Those with spotty cell reception may consider a dedicated office line.Establish set working hours:Develop a routine where you “start (and end) your work day.” Potentially schedule a recurring meeting each morning to ensure you start your day on time. Similarly, log out and log off at the end of your work day.Stay ConnectedHold daily check-ins:Maintain open and frequent communication with your manager, colleagues and those who report to you. Managers should hold regular meetings with team members. Establish expectations for response times to emails and phone calls while utilizing out of office reminders or notifications if you will be away from your desk for extended periods of time.Leverage multiple technology platforms:Phone, email and chat are likely standard in your work life. Using video conferencing may enable feeling more connected and decrease isolation (Tip: video calls can also motivate users to “dress more for the office” which can also help shift mindset throughout the day).Be productive and proactive:Plan to deliver the same productivity that you do when you are in the office. Have your manager or colleagues hold you accountable. Alert colleagues if you anticipate delays in your work or if you are collaborating on a group project.Leverage technology support:Leverage your company’s IT support desk if you have questions or need support. Understand that they are likely receiving a large number of requests for similar support at this time.Manage Your TimePractice effective time management:As you adjust to your new environment, you will establish peak performance times such as early morning before other family members are awake. Find the times that work best for you to maximize your productivity.Build in time for the unexpected:If you build in extra time for unanticipated work demands, you will be less stressed if and when this happens. Set aside time and you can always reallocate it to get ahead on a project if no emergencies pop up.Take breaks:Step away from your work area for 10-20 minute breaks every two hours. Take a short walk, read a quick article, check in with your family members or other friends working remotely. This shift in your focus will make you more productive when you return to work.Be flexible and patient:This is even more essential now that you are working from home. As your company is responding to properly equip the newly remote workforce, there may be delays in responses from colleagues

#1 Embrace New Ways of WorkingLeverage smart tools and tech which level the playing field for all workers – not just those who were equipped to work remote anyway.Enable collaboration but also ensure data security and privacy by explaining to workers that everyone is responsible for protecting data, while initiating practices and procedures that will strengthen data security within a business.Focus on output, not online presenteeism. Too much emphasis is placed on ‘being seen’ as a proxy for how committed an online worker is to an organization. Ensure clear output targets are set as the measure, rather than being hung-up on specific hours.Create structure for remote teams via scheduled meetings and informal checkins, boosting engagement as workers will feel included and clearly understand the value of their daily output.Find online expressions for your culture. Create a virtual water cooler (e.g. culturally dedicated Slack channels) where employees can run into each other and play out their personal and human sides.Think long-term. The reaction to COVID-19 will leave behind a legacy on which to build a way of working closer to the needs of people, proving that we are capable of overcoming physical barriers.Think of remote work as not a challenge to overcome but a business advantage to achieve. By not tying work to a physical location we democratize opportunity and open-up a world of new possibilities.#2 Prioritize Strong LeadershipRemember prepared and responsible leadership is critical to react promptly and competently in a time of crisisLead by example. Leaders should be visible in online tools and channels, communicating proactively and engaging in timely conversations where they are happening.Trust teams to be more autonomous but with processes, responsibilities and clearly defined roles to measure results and readjust behaviorConsider how new ways of working and getting work done can contribute to industry transformation, redesigning business models and diversifying supplyRemember a good contingency plan is just the start to creating the basis necessary to seize the opportunities to rethink your company and its leadership in a context of great transformation imposed by the crisis.#3 Stay Focused On Reskilling And UpskillingHelp people learn, apply and adapt to new roles and new ways of workingGet ready for more training to move digital. Webinars and online tutorials “solve” the theme of copresence. Quizzes and tests allow companies to verify learning and keep the engagement curve high.Create a culture that enables people to nurture their learnability and continually update their skills. The Skills Revolution we predicted is here and it’s happening now, ensuring people re-skill and upskill is how companies will stay competitive and people will be motivated and engaged, bringing value for the long-term.

​​​As the World Health Organization declared the coronavirus a global pandemic, employers need to take extra precautions to ensure the safety of their employees, as well as providing transparent and regular updates related to the business and virus. Critical to this process is the role played by the Contingency Manager – an individual who can take steps to manage this evolving situation to keep employees safe, while ensuring continued delivery of business operations.Their role should include:Actively monitor development of the virus outbreak and work with management to disseminate messages to employees with clear instructions of when measures need to be activated.Educate employees on the latest available information. Brief them on the need for infection control measures and the preventive procedures that have been set in place. Educate employees on the different types of thermometers, such as oral and ear thermometer, and the proper way of using them.Collate updated contact information of all employees, i.e. home address/home telephone number/mobile phone number. Make sure all employees have contact numbers of Contingency Manager/Assistant Contingency Manager*. Employees are to contact the Contingency Manager if they are admitted to hospital with suspected infections for contact tracing purposes.Ensure that the company has appointed at least one designated Point of Contact (POC), who will be responsible for liaising with the local government agency during activation of contact tracing processes at the workplace.Check local government websites daily for updated advisories (e.g. travel advisories) and update employees accordingly.Ensure that employees who have travelled to affected areas are quarantined for a sufficient number of days, as advised. Check on employees’ health by phone or email during his/her absence from work.Appoint employee to keep quarantined employees informed of events in office.Ensure that the workplace has adequate supplies of tissue paper/hand towels, disinfectants and masks.Brief employees on personal hygiene measures:Wash hands regularly and thoroughly with soap and waterSneezing and coughing should be done onto tissue paper which should be carefully disposedAvoid sharing of cups, cutlery, etcBefore and after preparing foodAfter going to the toiletBefore and after eatingAfter coughing and sneezingAfter removing personal protective equipment like mask and disposable glovesAvoid physical contact such as shaking handsPut up notices in washrooms on proper hand washing techniquesEnsure common areas e.g. pantries, washrooms, meeting rooms are disinfected daily. Liaise with cleaning employees/contractors on thisDesignate a room/area in the office with nearby toilet facilities as the isolation room/area for the employee(s) with fever to use. Identify the isolation route (a route that is not commonly used by employees/visitors) that leads to an area where the employees with fever can be brought to the flu clinic/hospitalIdentify hospital/clinics that employees with fever can be brought toWhere advised by government agency, carry out symptom or temperature monitoring of employees. If temperature monitoring is instituted, ensure employees measure their temperature twice daily*Note: Depending on the employee strength of your company and the size of your company’s premises, an Assistant Contingency Manager should be appointed as a backup to cover the duties of the Contingency Manager.

​As COVID-19 continues to impact governments, businesses and communities around the world, it has never been truer that a resilient organization needs to plan for uncertainty and be built for change. In these emergency situations, business continuity planning must be outlined in a Business Contingency Plan - a process that identifies potential risks and scenarios and provides operational solutions.Establish Local Business Continuity Plan TeamThis can be a small team to start with that can be expanded with pre-identified, named people. Representatives from HR and the business should be included.Set clear objectives for the team and delegate areas of responsibility.This team should specifically be made aware of what they are expected to do in case any of our people are impacted.Cover Each Business Unit / Site Office When You Develop Your Contingency StrategiesIdentify critical aspects that may be affected.Develop interim mitigating/recovery guidelines and procedures for business unit operation for maintaining/resuming to normal situation if abnormality arise.Identify backup resource as and where required.Establish Communication ProtocolOutline a call tree system (emergency contacts list, staff telephone no., management contacts, government contacts etc.).Decide who should communicate what to whom and at what frequency (to staff, associates, clients and other stake holders).Keep in mind that all communication should be factual and do consider carefully how any message that you plan to communicate can be understood in the minds of the receiversWork With Building ManagementWhere relevant, clarify with the office Building Management Company the emergency procedures they have (e.g. emergency contact, additional clean down, taxi arrangement etc.).Discuss the expectation for special hygienic practices with the Building Management Company.People FirstRegular reminder to all staff about preventive/mitigating actions that everyone can take such as personal hygiene etc.Request Declaration for Health Status (both for the staff and their family members).Study work from home / remote office / operations feasibility and develop relevant procedures (e.g. information security).Update family emergency contacts.Encourage staff members to take regular temperature checks before going to the office and remain at home in case of fever.Consider not having all leadership being located in the same physical office in case of an outbreak. Develop plans in case virus is confirmed among staff where you should consider the following:When you make your plans, consider different scenarios of severity and plan for minimum or no interruption of operations due to the actions you’re taking.Ensure that your technology infrastructure aligns with you plans.If the staff member has been confirmed no return to the office is allowed, even if it relates to pick-ing up personal things, and the staff member should immediately be put into quarantine.Seek to map out who the staff member in question has interacted with during the last two weeks, prior to being confirmed with the virus. Depending on length and time of interaction, consider who else should be put in quarantine/work from home or remain in the office but being observed for developing symptoms in the coming weeks.Regular CommunicationsRegularly update internal and external audiences on the latest guidelines and business continuity plans.Periodically review, amend if needed and refine your plan as required for change in status of the virus spread or other reasons.