How to Earn Employee Trust Back After Furloughs
Due to the Coronavirus pandemic, many companies were forced to either layoff or furlough some of their workforce. If this happened to your organization, rest assured you aren’t alone in this situation. In the end, earning back the trust of your employees is a must for any productive business.
With an eye towards a copacetic workplace after things get back to normal, here’s some advice on earning back the trust of your employees. Use these insights to return the office morale (and productivity level) back to where it was before COVID-19. In the end, this rebound is a sign of a successful organization.
Treat Your Furloughed Employees Equally
If the pandemic forced the hand of your company regarding employee furloughs, many of your employees are likely somewhat understanding why it happened. On the other hand, some might still hold a grudge; perhaps their financial situation took a big hit when furloughed?
Either way, it’s important not to play favorites when calling employees back to work. Treat everyone on an equal footing; even those that are still upset with management. Taking an even keel is a good first step toward earning back the trust of your team.
Open and Transparent Communication is Vital
Transparency and an open communication policy are critical when trying to win back the trust of employees after being laid-off. Holding one or more company-wide meetings where everyone is encouraged to get any issues off of their chest is smart. These events help build camaraderie among your team in addition to getting them to trust the managerial group again.
At the same time, hold one-on-one meetings with each employee to try to get a better feel for their personal situation. Simply asking about what you can do to earn their trust is a wise line of questioning. If your company took a similar tack when announcing the furloughs in the first place, many of your employees probably still hold a measure of trust for the organization.
Notably, some companies suffered a hit to their reputation due to announcing layoffs during a videoconference, as opposed to personal meetings. While a business might save some time using a videoconference, it’s a case where the inconvenient approach is the more effective tactic for maintaining employee trust. Remember, furloughs are an obviously important topic better approached during a one-on-meeting.
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