The Review Magazine May / June 2021

COVID-19 ADAPTATIONS and the POST-PANDEMIC WORKPLACE

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By Jodi Shafer and Kim Cekola

T here is no doubt the nature of work has changed as a result of COVID-19, but now that we look to reopen the economy, people are wondering what workplaces will look like post-pandemic. One thing is for sure, municipalities will continue to leverage technology to stay connected to their staff and the general public. Frontline workers, such as the Marshall DPS staff in our cover story, were pleasantly surprised by the efficacy of using tablets for 10-minute Zoom meetings instead of driving back and forth to the office for in-person meetings, and plan to continue the practice. But how many city, village, and township departments intend to keep a portion of their workforce fully remote? According to a recent survey by the American Society of Employers, nearly one-third of employers intend to remain remote. While not every position lends itself to a telework arrangement, there are benefits to considering this option for those that do. Building more flexibility into how and where job tasks are performed has a positive impact on both recruitment and retention. Many employees working remotely during the pandemic have also expressed positive health benefits, more productive working time, and less wear and

tear on their vehicles. When determining whether a long-term telework or hybrid arrangement will be an effective strategy in your workplace, keep the following in mind: • Who do we serve and what do they expect from us? Evaluating what the public needs/wants from different positions and service lines; • What are the organizational and departmental goals we need to achieve? • What do we want to make sure we ‘keep’ (culture, collaboration, access, etc.)? • Evaluate what your staff needs/wants; • Consider position based vs. blanket policies; • Ensure that any changes are scalable and have staying power; and • Identify policies that will support successful remote work - Eligibility/approval process - Coordination of onsite days - Technology needs and remote office requirements - Core work hours/accessibility

- How performance will be measured, and remote employees will be managed.

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