How are companies intending to engage with their workforce in light of potentially reduced face to face contact? Are any companies intending to change their established methods?
If we are talking about engagement between the plc board and our workers then to do ours is very much a “face to face” model – with the plc board directly meeting divisional managers, and going on a “walkabout” meeting the workforce as a whole at each major location once a year. Clearly, we will need to re-think this, although “socially distanced” physical meetings are still a possibility. We’ll also make more use of virtual meeting arrangements, such as Teams
FTSE250said
Our management team has been very cognisant of the need to engage with the workforce as a result of reduced face-to-face contact, especially in light of the additional challenges Covid-19 has brought on our industry/sector. A series of Townhalls have been held via Teams over the last few weeks – within each business unit, at specific locations, as well as at senior (top 100 and top 200) levels (with the request to cascade information to individual teams, as appropriate). Weekly communication ‘update’ emails have also been issued – varied by jurisdiction / business, to encourage ongoing lines of communication.
AIMsaid
Our MD sends a daily email update to all colleagues and we have weekly updates from leaders in parent company on our intranet. Line managers are encouraged to brief furloughed staff weekly. Senior leadership team has a weekly skype call which is cascaded to the rest of the business.
FTSE250said
We are holding regular meetings with our Union reps via Teams. The designated NED is now joining those meetings. As for engaging with the non-unionised management workforce, we havent given it any thought. Not a high priority atm.
If we are talking about engagement between the plc board and our workers then to do ours is very much a “face to face” model – with the plc board directly meeting divisional managers, and going on a “walkabout” meeting the workforce as a whole at each major location once a year. Clearly, we will need to re-think this, although “socially distanced” physical meetings are still a possibility. We’ll also make more use of virtual meeting arrangements, such as Teams
Our management team has been very cognisant of the need to engage with the workforce as a result of reduced face-to-face contact, especially in light of the additional challenges Covid-19 has brought on our industry/sector. A series of Townhalls have been held via Teams over the last few weeks – within each business unit, at specific locations, as well as at senior (top 100 and top 200) levels (with the request to cascade information to individual teams, as appropriate). Weekly communication ‘update’ emails have also been issued – varied by jurisdiction / business, to encourage ongoing lines of communication.
Our MD sends a daily email update to all colleagues and we have weekly updates from leaders in parent company on our intranet. Line managers are encouraged to brief furloughed staff weekly. Senior leadership team has a weekly skype call which is cascaded to the rest of the business.
We are holding regular meetings with our Union reps via Teams. The designated NED is now joining those meetings. As for engaging with the non-unionised management workforce, we havent given it any thought. Not a high priority atm.