The concept of furlough has become a hot topic and one that is at the forefront of conversations during the global COVID-19 pandemic. It is estimated that more than nine million workers are expected to be furloughed in England under the government’s job retention scheme.
Furlough in this context refers to the temporarily leave of absence of employees in order to alleviate the business impact of COVID-19. Employers can claim 80 per cent of their employees’ wages in an attempt to retain their staff and ultimately protect the overall economy. [1] [2]
Now, millions of employees around the world have had to suddenly adjust to this significant change and a new form of normality. In many ways, furloughed staff can feel neglected, demotivated and also lack morale. Their purpose and structure have been questioned and many may be finding it difficult to fill their time effectively. This presents itself as a challenge to employers: not only is there the fear of disengagement and disconnection to the organisation, but also the laborious task of transitioning them back into their work role.
But what if we paint another picture and, instead of focusing on the challenges, we think about the opportunities it may present and encourage furloughed staff to also see this situation as a unique opportunity?
Well, the picture I am painting is one where furloughed employees use this downtime to focus and engage in their personal development. It’s time to play the cards you have been dealt in a way which benefits the current and future state of your organisation. We all know the importance of employee engagement at work and the benefits that come with this. Now, what I am stressing is that furloughed employees’ engagement matters! Upskilling these staff members and integrating learning in their current daily lives is key to supplying a positive experience for staff and a positive long-term view of your organisation!
Previously, you may have noticed your employees struggling to find the time to engage in their own personal development, due to the constant juggling of conflicting priorities at work. So, what better time than now to encourage personal development and growth?
Engaging furloughed employees in this way not only allows them to reflect on their own practice, but also ensures that they are ready to return to work and utilise the new skills they have learnt in their actual practice, bringing their contribution as a leader regardless of their level in the organisation. It also goes without saying that engaging your furloughed employees can also enhance their wellbeing, which is particularly crucial in the current situation where wellbeing is being tested. Engaging in learning or programmes that provide some sort of structure can make employees daily lives feel somewhat normal and allow the transition to a work structure in the near future to be easier.
So, what can you do to help maintain engagement of furloughed staff?
- Provide a virtual learning portal for them to easily access online learning.
- Understand their personal development goals and develop strategies to better support each individual’s growth objectives.
- Promote a link between furloughed individuals and those who remain working through study.
- Spread the word that this is a goal of your organisation; to nurture a culture of learning and opportunity in your organisation.
Can you imagine staff returning to work after a long leave of absence, upskilled and ready to use what they have learnt in practice? The benefits are endless. In fact, research shows that the opportunity to learn at work enhances productivity, business performance and outcomes. It also found that spending time learning increased employee’s confidence and happiness[3]. These are only a few benefits of work-based learning in normal conditons, think about how you can make use of these now in the current circumstances. Whether your organisation is large, well-established or even a start-up, investing in continuous learning is key to long-term success.
It’s also important to acknowledge that furloughing staff can have a significant impact on customer satisfaction, where customers may not receive the service they are used to. So, it is crucial to also keep the remaining staff in mind and consider upskilling them to.
Sources:
[1] The economic effects of coronavirus in the UK [online]. Available at: https://www.resolutionfoundation.org/app/uploads/2020/04/The-economic-effects-of-coronavirus-in-the-UK-fast-indicators-3rd-ed.pdf
[2] Claim for your employees’ wages through the Coronavirus Job Retention Scheme [online]. Available at: https://www.gov.uk/guidance/claim-for-wage-costs-through-the-coronavirus-job-retention-scheme
[3] New Research Shows “Heavy Learners” More Confident, Successful, and Happy at Work. [online]. Available at: https://www.linkedin.com/pulse/want-happy-work-spend-time-learning-josh-bersin/