With the workplaces constantly changing, companies need to change and evolve with them. In the following article, we understand how GOQii prepares to embrace change and be more adaptable in an ever-changing work environment.
The last two years have been tough for companies and their HR professionals. It’s not that HR professionals have not toiled through difficult times before, but the rapid global spread of the novel coronavirus brought about a new twist in the tale. The virus is such that it has left business leaders and employees uncertain about the next steps.
Uncertainty is tough on everyone and on HR professionals, even tougher, which makes their job even harder. Having said that, the Covid-19 pandemic has also taught companies and their management to think about doing business differently. The situation has elevated the importance of HR within organisations.
At GOQii, we have always put our employees first and so it was natural to ensure their safety at all levels when the pandemic hit the country. Very early, almost 2 weeks prior to the country declaring a total lockdown in March 2020, GOQii as a company had taken a call to start working from home. Once everyone started working from home, it was then decided by HR to find out through a Mood Survey, what the employees are thinking, what is the mood score and how to gauge the emotional wellness of employees.
The GOQii mood survey observed responses through some key aspects. For instance, the crisis management team where employees have a point of contact within the organisation whom they can reach out to for any help scored a neat 92% among employees.
“At GOQii, we have always put its employees first and so it was natural to ensure their safety at all levels when the pandemic hit the country. Very early, almost 2 weeks prior to the country declaring a total lockdown in March 2020, GOQii as a company had taken a call to start working from home.”
On trust in leadership, where the employees were asked if they have confidence in leadership taking the right decision, the response score was 90% and on organisational updates wherein regular updates about how the organisation is adapting to the crisis, the employees’ response score was 89%.
As an organisation, GOQii took various steps to engage the employees and keep them motivated. One-on-one HR connects with employees to make them feel a sense of belonging and assuring we are all in this together. CEO connecting individually with a smaller bunch of employees to know about them. Financial aid was made available to employees for medical emergencies or personal requirements. Long weekends were extended for time to heal and spend time with their families. Vaccination costs were borne by GOQii.
Mental health issues in the workplace have been an area of concern, but with the Covid-19 crisis, the emotional challenges employees are confronting spiked. Mental health for us became a key area of focus. GOQii organised to get mental health experts on board and counselling sessions for employees were organised. Any employee feeling stressed or experiencing anxiety could reach out to a counsellor directly and talk to the person.
While work continued, as usual, GOQii management had to think of bringing employees back into the workplace and ensuring employee safety while balancing a return to normal modes of operation with these changes expected to persist in the future. It required a good deal of planning, as well as careful, thoughtful execution. Our priority was to ensure everyone stays safe and healthy.
In the return to office context, GOQii is currently following a hybrid model with some employees remaining remote and those fully vaccinated coming to the office. Respective departmental heads are choosing split schedules to maintain social distancing. Attendance is logged in through an HR app.
All Covid mandatory protocols have to be followed by employees such as temperature checks, wearing a mask, maintaining social distance, sanitizing, and keeping their desk neat. Currently, those who have been fully vaccinated are only allowed to come to the office. With regard to social distancing, every employee has a fixed seating place. Employees have to resist the temptation of hanging out with colleagues, stay safe and remain at their allocated seats.
A ready GOQii handbook that chalks out the necessary guidelines has been created and circulated among the employees. Employee development is an ongoing process at GOQii to engage with remote and in-person employees.
As employees and employers adapt to this new normal, it will become more essential for us as a company to pay careful attention to the changing environment. Bringing everyone to walk the same path successfully will require careful considerations, empathy in terms of reshaping work culture, and support for new working models.
“While work continued, as usual, GOQii management had to think of bringing employees back into the workplace and ensuring employee safety while balancing a return to normal modes of operation with these changes expected to persist in the future. It required a good deal of planning, as well as careful, thoughtful execution. Our priority was to ensure everyone stays safe and healthy.”