Skip to main content

How to get started with the Return to Work Pulse

By September 7, 2020Business



COVID-19 has had a profound effect on every single human – whether they’ve caught the virus themselves, lost a loved one, lost their job, been furloughed, or dealt with any other difficult circumstances.

People want to get back to work and we want them to get back to work. But it’s crucial that we do it the right way.

Without a doubt, it’s created concerns for people that were probably not previously top of mind such as:

  • Is my workplace disinfected?
  • Will I come into contact with someone at work who could infect me or vice versa?
  • How can I still work if I have caretaker responsibilities and no one else to help me out?
  • Will my company remain profitable through this disruption?

As companies begin to think of reopening the physical work environment, they need to be ready to address these concerns to ensure a smooth transition back into the workplace.

How will you understand and address these concerns?

The Return To Work Pulse should be deployed before your people go back to their workplace. It’s a single, point-in-time measurement.

It’s important that no employee at your organization should receive this survey more than once. This is because it’s only to assess their comfort and readiness to return to the workplace. Return to Work Pulse is a free, fast way to accelerate better decisions on the timing and actions needed to reopen your workplace.

This quick-to-launch automated feedback solution helps HR and people leaders, operations and technology leaders, and the entire C-suite to:

  • Quickly assess employees’ concerns and confidence levels
  • View critical sentiment from unstructured responses
  • Provide leadership with visibility into the needs and requirements of employees before they return to work
  • Use employee sentiment data to ensure decisions on when, how, and who will return to work

The questions are organized into the workplace dimensions that are most relevant right now. Such as:

  • How comfortable do you feel returning to work?
  • What specific concerns do you have returning to the office or workplace?
  • What are you looking forward to when you go back to the office (and why)?

It will also help your people to understand:

  • Changes to company policies or procedures (e.g., health and safety protocols)
  • Their own personal role in maintaining a safe working environment

And help you and your organization understand:

  • How comfortable employees are with travel and commuting (for traveling employees)
  • Their potential interest in working remotely (if that option becomes available)
  • What resources and help they may need for their individual job function or role

Plus, you’ll be able to get feedback and suggestions from employees on how to make their workplace safer.

5 tips for running a successful pulse

Thinking through these topics ahead of creating your pulse will allow you to pinpoint relevant questions and anticipate the actions you’ll need to take after the results come back.

  1. Focus on what matters for people right now. Many employees are facing new challenges and may find themselves overwhelmed with the level of change to their normal routine, including increased health checks such as more hand washing and temperature checks, or new social protocols when you are onsite in a facility.
  2. Only ask the questions that matter. Determine the right questions that you need answers to now. Anything else can wait.
  3. Lead with empathy. It’s critical to collect open and honest feedback from your employees in order to support them. Acknowledge that morale can go down during this challenging time and that some employees may find it more difficult to adjust to being back at work with new social norms and may fear for their own personal safety and others.
  4. Make the pulse your own. Make sure that the tone and content of the questions are right for your organization. Consult leaders across various lines of business for their input and insights.
  5. Keep the end goal in mind. Think about what you want to know about your workforce, and what sort of actions you’ll be able to take following the results.