The following piece is from ICBA Training instructor Pamela Bragg of Sarkany Management Inc.
Modified duties allow injured workers to return to work at the earliest opportunity. This not only aids in the worker’s overall recovery but also provides workers the opportunity to maintain existing positive working relationships while reinforcing job attachment. From the employer’s perspective, modified work reduces the costs associated with claims, and the replacement and re-training of a temporary employee.
But what about the worker who requires a recovery away from the workplace? How do you maintain those relationships and reinforce engagement? Historical data has shown us that the longer a worker is away from the workplace, the less likely they are to actually return. Further, as the longer-term impact of COVID is being understood we are discovering that extended time away from work can lead to a sense of mental and emotional disconnection from the workplace. The more a worker continues to feel connected to your organization during their absence, the more likely they are to not only return, but to stay engaged in their job. Given today’s shrinking labour pool, this is more than a nice to do, it’s a need to do.
Sometimes though, this is easier said than done, so here are a few tips to help keep your injured workers engaged during an absence.
- Keep them connected. Include your absentee workers where you can. Think about upcoming staff or company events. Involve them in your toolbox talk. Invite them to virtually join company training. Keep them current with what is going on in their space – even if it is via live streaming, recorded video, or newsletters.
- Let them know you are thinking about them. Send them thoughtful care packages from the team; arrange a video lunch with their workgroup – and have lunch delivered – including the injured worker. New swag ordered? Send them something.
- Have them learn something new. Offer them online training opportunities. ICBA’s online programs feature dozens of training courses that cover topics from safety training to construction law or project management. Our training partners also offer a variety of soft skills – so there is something for everyone. icba.ca/courses
- Encourage self-care. During times of injury or illness, you want to encourage your workers to prioritize their mental health and wellness. Ensure your workers have access to the company resources they may need, like your Employee Assistance Program (EAP), or benefit plan information.
- Communicate regularly – and get their supervisor involved. Direct supervisors play a critical role in employee engagement, from creating respectful and trusting relationships with their direct reports, to communicating company values and expectations. Studies show that workers leave managers, not companies – ensure your supervisors and managers are continuing to build and foster relationships – even when their worker is absent. Video conferencing is best – this is not a task for instant messaging.
- Have a clear return to work plan – and collaborate on it with your worker. This step is vital. You want to ensure your worker is aware that you are all working together toward their recovery and their return to the workplace. Having goals in place is crucial to your worker’s recovery.
- Assess their readiness to return. Perhaps the worker is not ready to be back on site, but what about working from home? See the ICBA HR Toolkit for a Work-from-Home policy template and employee acknowledgment forms.
- And finally, stay within the limits. Employers must abide by any limitations prescribed by the worker’s medical practitioner. Make sure your worker does not feel compelled to participate in any tasks outside of their recovery plan.
While engaging your worker can be beneficial for all, it should only be done with their physician’s consent.
ICBA member Pamela Bragg is the owner of Sarkany Management Inc., a Human Resources Consulting firm, which offers a broad range of HR services. Pamela has a comprehensive background in executive level human resources and holds a Masters Certificate in Strategic Human Resources & Organizational Change. https://sarkanymanagement.com
