Managing Employees During COVID-19
Posted: Sun Dec 22, 2024 9:29 am
COVID-19 has disrupted businesses around the world, and golf courses are no exception. Golf season has already been interrupted or delayed for some—and who knows what’s next. As an employer, your biggest responsibility (and challenge) is managing employees in the midst of this crisis. Here’s how you can develop a plan of action, maintain a safe work environment, and be prepared for whatever situation comes your way.
Preparing an action plan
Follow new government regulations
Coronavirus is in the news every day. It’s easy to want to ignore all the negativity, but as an employer, it’s your job to stay up to date and think about how these new realities will affect your golf course and its employees. You need to know how new policies affect your business, and you need to stay up to date on the latest government support available to your staff.
Anticipate all possible scenarios
We are already in uncharted territory, with weeks of COVID-19 behind us and likely many more to come. The widespread impact of the pandemic is greater than anything many of us have seen in our lifetimes, and it is impossible taiwan cp number to know how it will change our world. Trying to predict what will happen may be hopeless, but you must prepare for the various decisions that could affect your ability to operate. Anticipate the worst and be prepared to plan if these measures are taken. Remember, the regulations in place today would have seemed unimaginable just days ago. Prepare for the next wave before it is too late.
Include every employee
With full-time, part-time, and seasonal employees all part of your team, there’s certainly no one-size-fits-all approach to managing employees during a crisis. It’s important to be able to support each employee, regardless of their status within your organization. If your golf course is forced to temporarily close, you’re unlikely to let go of your golf professional or head chef, who can continue to work to plan for the upcoming season and organize their inventory remotely. On the other hand, groundskeepers and golf cart attendants can’t do their jobs without golfers coming to play. Find a way to support each employee, whether or not they can work during a closure.
If you close your establishment
Communicate the decision properly
When making a decision, it’s important that all of your employees are properly informed and why it was made. In a crisis, employees rely on your decision-making and will judge you on the effectiveness of your communication. Regular updates are essential, and you must be objective, accurate, and timely in every correspondence. Don’t play the hero – it’s okay to admit you don’t have an answer. In fact, it would be far more damaging to your reputation and employees’ lives if you jumped to conclusions or provided misinformation. Be clear, transparent, and effective in all of your communications. And keep your “door” open at all times by providing multiple ways for employees to reach out to you with questions or concerns.
Prepare guidelines for remote work
If you can allow some employees to work from home, do so. But keep in mind that remote work isn’t as easy as rolling out of bed and going to work as usual. First, equip your employees with the tools they need—they should have almost all of the tools they’re used to working with. You may need to provide training to get them comfortable with now-essential communication programs like Skype, Zoom, or Slack. And you should teach them some best practices for staying productive from their new office. Remember, it’s not as easy as it sounds.
Helping employees get government support
The last thing you want is for your staff to feel neglected in the face of a crisis. You may not be able to avoid reducing their hours or pay, so if you do, show your support by actively helping them make up for lost income through government support during the outbreak. Do your research and provide regular updates detailing what government support they may be eligible for and how to apply for it. Create a shared document or send a regular email to keep your employees up to date.
If your golf club remains open
Sick leave and quarantine
Now more than ever, the health of your employees must be taken seriously. You have an obligation to your entire team to be proactive about the well-being of each and every member of their team. Make sure to check in with each staff member daily to make sure they are feeling well. Implement a “stay-at-home policy” requiring employees who have experienced COVID-19-like symptoms or who have traveled internationally to self-isolate and work remotely or take 14 days off. If an employee reports symptoms, you have no choice but to take these reports seriously and immediately ask them to return home and begin their quarantine.
Preparing an action plan
Follow new government regulations
Coronavirus is in the news every day. It’s easy to want to ignore all the negativity, but as an employer, it’s your job to stay up to date and think about how these new realities will affect your golf course and its employees. You need to know how new policies affect your business, and you need to stay up to date on the latest government support available to your staff.
Anticipate all possible scenarios
We are already in uncharted territory, with weeks of COVID-19 behind us and likely many more to come. The widespread impact of the pandemic is greater than anything many of us have seen in our lifetimes, and it is impossible taiwan cp number to know how it will change our world. Trying to predict what will happen may be hopeless, but you must prepare for the various decisions that could affect your ability to operate. Anticipate the worst and be prepared to plan if these measures are taken. Remember, the regulations in place today would have seemed unimaginable just days ago. Prepare for the next wave before it is too late.
Include every employee
With full-time, part-time, and seasonal employees all part of your team, there’s certainly no one-size-fits-all approach to managing employees during a crisis. It’s important to be able to support each employee, regardless of their status within your organization. If your golf course is forced to temporarily close, you’re unlikely to let go of your golf professional or head chef, who can continue to work to plan for the upcoming season and organize their inventory remotely. On the other hand, groundskeepers and golf cart attendants can’t do their jobs without golfers coming to play. Find a way to support each employee, whether or not they can work during a closure.
If you close your establishment
Communicate the decision properly
When making a decision, it’s important that all of your employees are properly informed and why it was made. In a crisis, employees rely on your decision-making and will judge you on the effectiveness of your communication. Regular updates are essential, and you must be objective, accurate, and timely in every correspondence. Don’t play the hero – it’s okay to admit you don’t have an answer. In fact, it would be far more damaging to your reputation and employees’ lives if you jumped to conclusions or provided misinformation. Be clear, transparent, and effective in all of your communications. And keep your “door” open at all times by providing multiple ways for employees to reach out to you with questions or concerns.
Prepare guidelines for remote work
If you can allow some employees to work from home, do so. But keep in mind that remote work isn’t as easy as rolling out of bed and going to work as usual. First, equip your employees with the tools they need—they should have almost all of the tools they’re used to working with. You may need to provide training to get them comfortable with now-essential communication programs like Skype, Zoom, or Slack. And you should teach them some best practices for staying productive from their new office. Remember, it’s not as easy as it sounds.
Helping employees get government support
The last thing you want is for your staff to feel neglected in the face of a crisis. You may not be able to avoid reducing their hours or pay, so if you do, show your support by actively helping them make up for lost income through government support during the outbreak. Do your research and provide regular updates detailing what government support they may be eligible for and how to apply for it. Create a shared document or send a regular email to keep your employees up to date.
If your golf club remains open
Sick leave and quarantine
Now more than ever, the health of your employees must be taken seriously. You have an obligation to your entire team to be proactive about the well-being of each and every member of their team. Make sure to check in with each staff member daily to make sure they are feeling well. Implement a “stay-at-home policy” requiring employees who have experienced COVID-19-like symptoms or who have traveled internationally to self-isolate and work remotely or take 14 days off. If an employee reports symptoms, you have no choice but to take these reports seriously and immediately ask them to return home and begin their quarantine.