You are worried about the proper functioning of your operations within your company and that is normal. The subject of Coronavirus is on everyone’s lips and panic is felt both at the level of public health and at the level of the global economy. In addition to the prevention and hygiene measures that you have already put in place to ensure the health, safety and physical well-being of your employees, what can you do concretely to ensure the smooth running of your business throughout the the crisis and the resulting economic slowdown? Have you made your business continuity plan?
For a reminder of the obligations and best practices to adopt, consult our hyperlinks for a review ofsection 51 of the LSST or forgovernment hygiene guide, and ask our experts if you need help with what steps to take.
Our immediate HR helpline:514-394-1094
Shared working time
As Marianne Plamondon, President of the Order of CRHA, said on Wednesday this week on RDI Économie, before jumping too quickly into layoffs or layoffs, think about shared working time. An employee could work in their position 2 or 3 days a week and be paid the difference by employment insurance. Because we know that as an employer, you have put so much effort, time and money into recruiting for a labor shortage in recent years that you do not want to throw away the fruit of your efforts. carrying out massive layoffs if this no longer proves really necessary in the coming weeks.
The amelioration keeps going
If your situation allows it, we also suggest taking advantage of the economic slowdown to carry out, or continue, your continuous improvement projects. A maintenance plan for your machinery, the development of the skills of your employees and the coaching of your managers, the development of your strategic planning for a closed retreat, etc., are non-negligible options to consider. Indeed, as the Eisenhower matrix reminds us, there are always important, but not urgent, tasks to be carried out. What a great time to enjoy it!
At Iceberg Management, certain clients demonstrate their agility and opportunistic leadership by continuing coaching, continuous improvement and skills development mandates. De facto, it is mobilizing for their teams in these more difficult times. As meetings can be done remotely, some employers even decide to start new projects. Because when the crisis and quarantines are over, they will not want to be behind their competitors, in addition to having to compensate for financial losses…
Radio Canada « Covid-19 and employment rules: what are the responsibilities of employers and what are the rights of employees?Interview with Marianne Plamondon, associate lawyer, Langlois lawyers, and outgoing president of the Order of approved human resources advisors, 2020. https://ici.radio-canada.ca/info/videos/media-8239418/covid-19-et-regles-emploi?isAutoPlay=true&pageNumber=1[accessed March 13, 2020].
Manager Go! “Eisenhower Matrix: Productivity and Time Savings”, 2020.https://www.manager-go.com/efficacite-professionnelle/dossiers-methodes/matrice-eisenhower[accessed March 13, 2020].