Three Questions You Should be Asking About the Coronavirus but Probably Are Not?

Three Questions You Should be Asking About the Coronavirus but Probably Are Not?

What Reporting Requirements Do We Have for People Who Are Ill? Normally, medical information on individual workers should be kept private, unless the person who is ill seeks to disclose their health problems to others. Yet with the current situation, the need to protect the public health will (most likely) trump any privacy rights. In addition to disclosing the information to co-workers, you may have an obligation to report to government agencies. Here is some general information with links that may prove useful: Restricting Employees Work Related Travel in Light of the Coronavirus Threat and Insights on Coronavirus (legal issues the coronavirus threat raises for businesses).

How Can We Continue to Maintain and Build a Positive Culture When Our People Are Afraid and Discouraged? Given the fear many have of becoming ill, as well as the inevitable financial disruptions of the virus, your people may be working remotely, afraid of layoffs or even business closings. While most will manage to cope, there are things you can do as a leader to help. As Daniel Goleman has documented the research in his book Social Intelligence, humans evolved to stay alive and safe by dwelling in tribes. For most of us, our brains suffer from depression and our spirits darken with social isolation. With many of your people working remotely or not at all, how can you keep them connected?

How Can We Continue Educational and Development Opportunities? Most of us didn’t plan on or welcome the current pause, yet given the reality, how can we use the crisis to learn and grow? When life hands you lemons…

I heard an interview today with Dr. Michael Dowling, the President and CEO of Northwell Health, New York State’s largest healthcare provider and the largest private employer in the state of New York. Dr. Dowling leads a clinical and research workforce of 72,000 and oversees revenues of $13.5 billion. He reminded listeners that while we’re not in control of what happens to us, we can always impact our response to what happens.

What Should You Do?

1. Reporting.In these times, it’s critical to consult your employment counsel for advice on what you should and should not be doing with your workforce. Don’t go it alone.
2. Consider How You Can Keep People Connected.In addition to conference calls, online meetings and other virtual business tools, don’t forget to try creative events to raise people’s spirits. Here’s a sampling of the most innovative ideas I’ve collected:

• Asking remote workers to show pictures of their home office and pets during virtual meetings.
• Hosting virtual after hours “happy hours” where your workers are encouraged to bring adult (or other) beverages, snacks and the like. Asking people to share recipes and hold contests for the best “happy hour” snacks.
• Encouraging PG rated pajama contests where volunteers share pics of the pajamas they’re wearing to work.
• Seven minute “exercise challenges” where someone leads safe exercises that everyone can do.
• Holding online book and movie clubs where colleagues share what they’re reading and watching.

In general, encourage but don’t require people to attend these events but allow people to be creative in suggesting their own culture-building opportunities.

For more suggestions about dealing with difficult times, go to:

Leading Through the Storm – The Eagle Perspective

Leading Through the Art of Inquiry

3. Step Up Educational and Other Development Opportunities. Most live classes, events, conferences and the like have been cancelled or postponed. Again, this provides a unique opportunity to continue and even step up your employees educational and other development opportunities. Ask your providers to do online versions of the same material. Consider what’s been on your list as a leader of development opportunities that you’ve always wanted to provide for your people but haven’t been able to because they’re always traveling, booked, or you don’t have the budget. With so many events cancelled, you may have new opportunities to grow your people. In addition, ask them what kind of continuing education they’ve been wanting to do and listen to their suggestions. Most of our material, for example, can be offered in a virtual format and we’re always developing new workshops, coaching and the like.