COVID-19 has put a spotlight on the nation’s frontline workers – primarily first responders – and the challenges they face especially in light of a public health pandemic. In addition to healthcare workers, however, frontline workers were expected to continue to work with or without proper protective gear or space to socially distance themselves. These workers include those working in constructions, utilities, transportation, restaurants and retail, not to mention those dispatched for residential or commercial work such as plumbers, housekeepers and postal delivery. According to Brookings, there are 50 million frontline workers in the US.
As employers grappled with ways to protect workers and implement new policies to monitor employee health to reduce the spread of the virus, many realized they need better tools to communicate more effectively with those working outside of a traditional office environment.
In uncertain times, employees need the assurance and confidence that comes with continuous two-way communication. Our team shares a few tips for improving communication with frontline workers.
- Recognize the barriers they face.
- If your business is comprised of office workers and field workers, be aware of the constraints your frontline workers have that the office employees do not. While it is important that frontline workers feel part of the team, review the way you currently communicate to be sure it is effective for everyone.
- Access to email, devices and wifi can be limited based on location or work being completed that day. Don’t send communications that require an immediate response if you know your frontline workers may not see it on time or may be in the middle of a project – this can cause unnecessary stress and anxiety, not to mention distract them from the work at hand.
- Consider alternate communications that may be more relevant to frontline workers – do they need to be on an all-staff email about a birthday celebration in the office in the middle of the day that they aren’t able to attend? Are you offering times for a free COVID or flu shot clinic at a time that works for their schedule such as 6 am or 4 pm instead of traditional office hours?
- If your business is comprised of office workers and field workers, be aware of the constraints your frontline workers have that the office employees do not. While it is important that frontline workers feel part of the team, review the way you currently communicate to be sure it is effective for everyone.
- Ask questions. Don’t assume to know it all.
- Managers can’t be with teams of frontline workers every minute of every day. Success comes when managers trust that their team is doing their job, but also understand that they may not be aware of everything that could be impacting the team.
- Ask questions- check in with field workers to ask how a project is progressing, how they might be feeling, and if they need any accommodations.
- Before implementing a new policy, review with the frontline workers to ensure it will be effective.
- Managers can’t be with teams of frontline workers every minute of every day. Success comes when managers trust that their team is doing their job, but also understand that they may not be aware of everything that could be impacting the team.
- Celebrate!
- Frontline workers can often feel isolated and overlooked. Make an intentional effort to recognize the work they are doing and the challenges they face.
- Celebrate everyday wins along with the big ones.
- Provide a platform or opportunities for field workers to share good news or to receive recognition for their performance.
- Frontline workers can often feel isolated and overlooked. Make an intentional effort to recognize the work they are doing and the challenges they face.
Our app provides employers with a performance management tool to effectively engage and communicate with employees no matter where they are located. Through the app, managers can provide ongoing performance reviews, a feedback loop with the employee, surveys, team communication and a function to recognize wins big and small.
“Managing remote teams can be a challenge. What is different about Truvelop is keeping the human element in mind. It’s not just how people get their work done. It’s how we connect with them – providing immediate feedback, supporting open communication, and developing their potential.” Ivana Rochac, HR Director, Apartment Turnovers
Contact us today to learn more about our modern approach to performance management and development that actually improves the manager and employee relationship. Don’t just take our word for it, see what our Customers have to say.
