Communicating with your team

As many within your team either transition back into the office space or prepare for others to return to work alongside them, it’s important to consider how you will communicate with your staff members. Staff members may need to speak with their managers more often during this period, and may have certain questions or concerns. Managers should ensure that there are viable lines of communication readily available, and that staff members are aware of their responsibilities and the expectations surrounding the university resuming in-person academic operations. We have prepared the following guidance below to assist supervisors in approaching these conversations. 

Clearly outline the framework for your team. By now, supervisors should have an understanding of the designations for those on their team. For those staff members who are working remotely, a framework should be developed for their return to campus. 

As soon as the staff member is fully vaccinated, their documentation is uploaded to the medical portal, and their status is marked as “Compliant,” the staff member is able to return to campus. It is left to the discretion of the supervisor and division or school leadership as to when the staff member should return to the office, if they have not already done so. Once this framework is developed, it should be clearly communicated to the division and team. This should include when the staff member will need to return, what their in-office schedule will be (if hybrid), and any relevant information and expectations that may need to be delivered. 

Listen with compassion. Some members of your team may be excited to return back to campus, while others may be nervous or concerned. Listen carefully to any concerns that your staff members may have, and if they have any questions about the return that you cannot answer, ensure that they are put in touch with the appropriate GW office (e.g. Occupational  Health, HRMD, Safety and Facilities) to help them gain more information. Creating a space for staff members to discuss their concerns will help them feel more comfortable, knowing that they can approach their supervisor with issues. 

Outline the plan for the space. Social distancing is no longer required on campus. However, supervisors should still develop a plan for the spaces, particularly for new staff members who were hired while the university operated remotely. Before they enter the building, provide staff members with a quick outline of where they will be sitting (if it is different) and any decisions that have been made about the space (e.g. Will the space be shared? Will multiple people use the same desk on different days?). 

If staff members have continued to work on-campus, and are now adjusting to the return of their colleagues, speak with them prior to the return of other staff members to gauge their comfort levels. Certain staff members may be nervous at the return of the university community to the office space, and may need to speak with their supervisor directly about these concerns.  

Recognize your staff members. Throughout this process, ensure that you are recognizing and showing appreciation for the work of your staff members. If you have staff members who have remained on-campus throughout the period of remote learning, recognize them for their work during this unprecedented time directly. 

Speak with your HR Business Partner. If you or your staff members have any concerns or questions about the planned resumption of on-campus learning, please contact your HR Business Partner.