As vaccinations continue to rollout in our communities, we are at a turning point where more companies are asking employees to return to work on-site. Some workers may be more inclined to resist this move after remote work may have proven to be successful. This means it is critical for employers to be open and transparent with their reasoning.

Perhaps the workplace is sorely missing collaborative brainstorming, creativity from in-person teamwork and a strong workplace identification that coincides with shared location. Whatever the reasoning, top-level leadership must be clear about this big transition, especially as the fall and winter looms with uncertainty about variants, school closures and further lockdowns.

Whether staff work on or off-site, as the pandemic persists, support is crucial. Focusing on wellness is essential and this could play out as formal workplace wellness programs, extra paid time off or longer lunch breaks so they can enjoy a walk or yoga session. In this electronic age, it is also critical to ensure employees are able to “unplug” when their workday is over to avoid burnout.

As an academic specializing in business and human resources, I have seen (and led) much research into the ways businesses are creating supportive environments, as well as programming that boosts morale and bolsters all-important conversations about mental health.

Keeping an open dialogue about mental health in the workplace has never been more important. While there used to be a stigma attached to talking about mental health concerns with your employer, COVID-19 has indeed changed that for the better. In fact, employers should initiate conversations about how employees are feeling and how they’re coping. Take time out of your workday if they come to you with concerns. Most importantly, be flexible in their work options when they most need support.

Now is a pivotal moment for employers to reinvigorate their teams and their processes in order to maintain morale, retain employees and overcome barriers for certain demographics of employees, like working parents, who have been disproportionately affected by pandemic restrictions.

The future truly belongs to employers who go above and beyond to take care of their staff throughout these trying times. Five years from now, potential bright new recruits will pay careful attention to how companies treated staff during the COVID-19 pandemic.

​This piece was originally published on DurhamRegion.com.

Dr. Amina Malik is an associate professor in the Trent University School of Business and program coordinator of the Human Resources Management specialization at the Trent Durham GTA campus.