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By Propulo Consulting

By Madison Hanscom, PhD Introducing telework into a culture that does not support flexible work arrangements can set up a business for failure. It is important to deeply consider culture before, during, and after changes to the company that involve employees working from home. If the attitude is that telework is not going to succeed - it will not. A company’s culture is composed of the beliefs, assumptions, norms, and core values that the members hold (1). Norms and assumptions run deep, and they are all around (staying at your desk late to symbolize commitment to the boss, how long to

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By Brie DeLisi Returning to work will require physical work environment changes, as mentioned in Blog 2 of this series, and it will also require considerations around Safe Working Procedures and PPE (personal protective equipment), as it is not likely that employees can just go to work ‘business as usual’. Prevention and physical environment changes should be the first line of defense, followed by administrative and procedural changes, then the last line of defense with PPE. Procedural considerations are of the utmost importance - consider a customer service call center in which first shift starts at 8:00 AM, while the night shift is

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By Brie DeLisi A consistent feature of most organizational change efforts includes employee engagement and communications, and this is even more important during work transitions. Employee engagement impacts the quality of the changes, as well as the buy-in from the greater workforce, while communications reduce ambiguity, assumptions, misunderstandings and confusion. Consider the call center example used in the previous blog; first and foremost, this is typically a highly engaged and social workforce. Call center employees are regularly meeting with one another, sharing information and insights, supporting or seeking support, and celebrating wins together. These highly engaged individuals will already have the enthusiasm

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By Brie DeLisi Many of us are in the process of shifting back into office environments or considering the appropriate next steps for a safe return to the office. Fortunately, there are a number of steps that can be taken for the physical work environment to ensure employees are kept as safe and healthy as possible. The purpose of these physical work environment adjustments is to ensure employees can be properly distanced to avoid COVID exposures the air and that shared resources limit surface exposures. Considerations should include employee distancing, space resourcefulness, adding structures, air ventilation, shared resources and sanitation. Employee Distancing Ideally,

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By Josh Williams, Ph.D. Leaders are looking for direction to manage employees during COVID re-entry. Stressing the importance of maintaining an internal locus of control (ILOC) with employees will help. Internal control is the degree to which people believe they control the outcomes of their lives, as opposed to external forces shaping their lives beyond their control.  A few considerations:  People with external control take less action over their own lives than those with ILOC. They blame things around them instead of taking personal ownership. ILOC is predictive of higher job performance and satisfaction (Dormann et al, 2006) and improved health behaviors with migraines, kidney

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By Brie DeLisiHave the last few months felt like a rollercoaster? It is time for us to embrace the new normal, in which nothing is ‘normal’ anymore. This blog series will explore options for returning to the office (or not), what the new workplace might look like, and how to best prepare for what might be a long period of uncertainty. For the physical work environments, we’ll need to consider how to best structure the new office, or whether we want our workforce to return to an office setting at all. The key to approaching this process is to identify options

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