Skip to main content
Contact Sales Support Login Help Careers
United States (English)
Americas
  • United States (English)
  • Canada (English)
  • Canada (Français)
  • Mexico (Español)
  • Brasil (Português)
Europe, Middle East & Africa
  • United Kingdom (English)
  • France (Français)
  • Deutschland (Deutsch)
  • Nederland (Nederlands)
  • Other EMEA Locations
Asia/Pacific
  • India (English)
  • Australia (English)
  • Other ASEAN Locations
UKG logo UKG logo
Search Get started
Search
Get started
    • Solutions
      UKG Solutions
      Human Capital Management
      Workforce Management
      Global Payroll
      Workforce Management and Payroll
      See all
      Solutions by size
      Small Business
      Midsize Business
      Enterprise
      Industry Solutions
      Retail
      Hospitality and Food Service
      Manufacturing
      Healthcare
      Public Sector
      Logistics and Distribution
      Financial Services
      Field and Contract Services
      See all
      A brighter workplace is yours to create
      Experience UKG Bryte AI
      Reference Image
      Woman sitting at desk in front of a laptop smiling

      Discover AI powered by decades of people, work, and workplace culture data that’s designed to help every organization become a great place to work.

    • Customers
      Our Customers

      More than 80,000 organizations across all sizes, industries, and geographies trust UKG HR, payroll, and workforce management, and culture cloud solutions to drive great workplace experiences.

      UKG customer logos
      Customer Stories
      Belle Tire

      UKG Pro streamlines and automates administrative and HR tasks, so that field teams and managers can spend more time with customers, and coach, train, and listen to their people.

      Eventide Senior Living Communities

      Eventide Senior Living Communities uses UKG to drive employee engagement and streamline workforce management and HCM, including cutting PBJ reporting time by 99%.

      Lettuce Entertain You Restaurants

      Lettuce Entertain You Restaurants, a nationally recognized restaurant group, is building a culture of belonging and engagement for its frontline workforce with the AI-powered UKG Pro suite.

      See all customer stories
      Customer Experience

      We think you’re pretty special when you’re a UKG Customer. That’s why we build products designed to inspire your people — and your organization — to grow and thrive.

      Partner for Life
      Implementation
      Support Experience
      Community and Collaboration
      Working Smarter Café
      Get support, collaborate, and learn more about your UKG solution!
      Visit UKG Community
    • Resources
      Research & Insights
      • By Business Need
        • Payroll
        • Human Resources
        • Time & Attendance
        • Workforce Management
      • By Type
        • Analyst Report
        • Webinar Replay
        • Product Info
      See all research & insights
      Events
      Tradeshows
      Conferences
      Webinars
      See all events
      Blog
      The People Purpose Blog

      Your source for the latest workplace trends and ideas from UKG experts and leaders. Stay informed and put people first in all you do.

      Labor Market Insights
      Workforce Activity Report

      Labor market insights and trends to help executive leaders understand the rapidly changing economy.

      Workplace Resources
      Great Place To Work
      Small Business Resource Center
      UKG Developer Hub
      UKG Recognized as a Leader in the Gartner® Magic Quadrant™ for Cloud HCM Suites for 1,000+ Employee Enterprises
      Download now
      Reference Image
      An excited woman wearing a white blazer points upwards with both hands.

      Gain in-depth insights into the human capital management (HCM) market to help identify the solution that aligns perfectly with your organization’s needs.

    • About Us
      About UKG

      Learn more about UKG and how our HR solutions inspire workforces and businesses around the world to drive people-focused results.

      About Us
      Why Choose UKG
      UKG Leadership
      Newsroom
      Awards & Recognition
      UKG Ambassadors
      Culture
      Belonging, Equity, and Impact
      Our ESG Program
      Partners
      UKG Marketplace
      Analyst Reports
      Careers

      Look to your future. If you're interested in working for a company that truly invests in their people to create a culture of belonging and innovation, we want you on our team.

      Careers at UKG
      Early Career & Internships
      Benefits
      Life at UKG
      Featured Locations
      Hiring FAQs
      Experience awesome at work.
      Search jobs at UKG
    Contact Sales Support Login Help Careers
    United States (English)
    Americas
    • United States (English)
    • Canada (English)
    • Canada (Français)
    • Mexico (Español)
    • Brasil (Português)
    Europe, Middle East & Africa
    • United Kingdom (English)
    • France (Français)
    • Deutschland (Deutsch)
    • Nederland (Nederlands)
    • Other EMEA Locations
    Asia/Pacific
    • India (English)
    • Australia (English)
    • Other ASEAN Locations
    People icon
    HR

    What HR should be doing now to prepare for the second wave of COVID-19

    Worried HR pro prepares for second wave of COVID-19
    • Share
    October 20, 2020

    Written By

    Julie Develin
    Julie Develin
    HCM Strategic Consultant

    Julie is part of the HCM Strategic Advisory team at UKG. A long-time HR practitioner, she is passionate about using HR strategy and technology to improve the employer/employee experience. She also hosts The People Purpose Podcast with cohost Chas Fields, where they share real-life stories from the world of human resources, business, leadership, and technology, plus chat about pop culture, sports, parenting, and more. 

    Topics

    Business Continuity Remote Work
    Subscribe via RSS

    It’s not often that I start a blog by telling you I don’t want to write the post, but here we are. Don’t mistake my meaning, though. It’s not that I don’t want to write for you; rather, it’s that I wish I didn’t have to write on this topic at all.

    And what topic would that be, you might wonder? Well, it stems from a question, and it's one that I'm sure has been in the back of all our minds as we've watched the latest news reports — "what can HR and other business professionals do to prepare for a second wave of COVID-19 cases?"

    I can almost hear your collective sigh.

    Like the rest of civilization, I hoped that by the time the holiday season was knocking at our door things would be at a point where we didn’t have to worry about a second wave. But we all know the inevitable reality that it is coming, and in some parts of the country it’s already here. Couple that with the impending arrival of cold and flu season, and challenges will continue to pile up for employers and employees alike.

    We know that when it comes to this pandemic and the effects it's had on the world of work, we need to expect the unexpected. However, most experts agree at this point that a second wave is projected, if not already starting.

    So how do we prepare? What have we learned? I know we're all tired, but we need to explore this so we can ensure we're doing all we can as HR professionals to protect our people and our organizations.

    The first step to facing a second wave? Optimism

    Don’t worry, I’m not going to discuss a “new normal,” because at this point I believe that any form of normal as we knew it is long gone. There isn’t a “normal” anymore. Each day brings its own unique challenges, and we as resilient HR and business professionals must work to mitigate problems as they come. Each and every day is an “unprecedented time.”

    In the post prior to this one, my colleague Keen Hahn wrote about the unique opportunities we have during this time to redefine HR-business partnership, even if it may not feel like it. So, keeping hold of that optimism, let’s explore a few ways we can be better prepared in addition to following federal, state, and local mandates. Armed with the knowledge of what has and hasn’t worked throughout the pandemic, HR and other business leaders can (and should!) take proactive measures to prepare for a second wave, and the potential of continued disruption to business processes and procedures.

    Remote work policies

    Hindsight can be beneficial, and it can help us learn, grow, and pivot moving forward. Thinking back to the beginning of the pandemic when things shut down suddenly, companies with established remote work capabilities were able to adapt much faster from a business continuity perspective. As you consider that work from home initiatives are no longer a “nice to have" benefit, if you didn't already think that, now really is the time to ensure that your remote work policies are airtight. Furthermore, they should be accessible to those who need to refer to them when needed.

    Employees who can work from home — and have been working from home — now largely expect to have the opportunity. And where appropriate, why not? Among other benefits, studies have found that working remotely has increased productivity. It’s best to remove any chance of confusion or questions by preparing for and addressing as many contingencies as possible in your policies.

    There are dozens of questions that a work from home policy can address, but some of the most important include identifying which employees can work from home, and what hours they are expected to keep. Distinguishing how remote employees will collaborate and communicate with each other is also paramount, but more on that later.

    Of course, the ability to work remotely varies vastly from industry to industry and job to job, but plans must be in place where it is feasible to have them. This will not only help employees but assist managers and the company in risk management and reducing the appearance of favoritism if one person is allowed to work from home and another is denied the opportunity.

    Connections with HR technology

    For those working from home, making sure that there is a digital ecosystem that closely mirrors their in-person employee experience goes a long way in fostering calmness for employees who are experiencing change in other areas of their lives. The last thing employees should be concerned about is how they'll do things like access their paychecks, log their hours, or update their tax information.

    In times where remote work is necessary, manual processes become even more of a hindrance to productivity and satisfaction and can be frustrating for both the employee and employer. If in-person business is not being conducted and there is no way for employees to manually access or change their employment information, this can lead to a host of problems on both sides.

    Ensuring your HR tech is in place, accessible, and utilized right now before the second wave hits can also help with the need to onboard employees quickly and safely. With so many businesses having to pivot and hire more people due to virus-related surges in business, having the ability to quickly bring new employees aboard can help with business continuity and can also serve to reduce staff burnout from working overtime. If unfortunately you're on the other side of this equation and have to make tough choices about furloughs and layoffs due to COVID-19, having a consolidated, unified approach to HR technology will serve you well in that instance too with standard, automated processes and easy options for rehiring and reboarding the people whose hours were reduced when the time is right.

    Eliminating unnecessary manual activities and focusing on providing your employees with solid HR technology systems now will help prepare the organization for whatever may come, and for any other business disruptions of the future.

    Communication methods

    I know, I know, an HR blogger is telling you yet again about the importance of effective communication. I'm sure you're shocked. I actually considered leaving this category out, as it should be a given that effective communication should already be paramount in any business. But you’d be surprised how many employers I’ve met with who don’t have a communication plan — or a crisis communication plan — in place.

    That's right, even now after all that's happened communication is still a struggle for some organizations.

    As an employer, the obligation you have to your people to keep them informed and aware is among the most important roles the organization plays. Assess what went right and what went wrong during the initial wave of coronavirus-related disruption. Were messages received and perceived as intended? Have you surveyed employees on whether they felt like messages were clear and actionable, when necessary? If not, the time to do so is now so that you can ensure a more positive experience when the second wave comes.

    I’ve written before that the way you treat employees during this crisis will shape how your company is viewed when things settle down and will affect future success. That sentiment still rings true. How will you communicate important messages during a second wave? Will you have the ability to use multiple channels of two- way communication, and make sure that important messages are overcommunicated via things like email, text, and even phone calls, for example?

    Health and safety resources

    Safety at work has always been a focus for employers, but now is the time to double down on those initiatives that might already be in place. Moving forward, employers should consider what worked and what can be improved about how they managed health and safety in their workplace during the first wave of the pandemic — and even before the pandemic.

    From an opportunity standpoint, now is also a great time to establish your company as an employer of choice by truly showing employees that you see the whole person, and not just the worker. Your focus on employee safety from both a physical and psychological perspective should be paramount in order to solidify your position as an employer that cares.  Not only will focusing on this improve your company brand for recruiting, but it can work to improve existing employee loyalty and retention as well.

    Be sure that your HR technology has the ability to communicate clear standards for workplace safety and options that minimize employees’ physical risk when working their shifts. Whether it’s in the form of scheduling processes, alternative options for punching in and out, or health and safety reminders, your HCM software has the power to make a positive impact across all your physical locations. It also has the power to make an impact across remote locations as well, as it serves as a vehicle for bringing people together in the digital work ecosystem.

    Conclusion: Taking action now is the bottom line

    When the pandemic first hit, businesses had little to no time to plan how they would adapt. Now, you have the benefit of hindsight to guide your decisions moving forward. Learn from your organization's initial response to COVID-19 and make improvements now that you have more experience with and information about working through a global pandemic. Plan so that you're as prepared as possible to help your business thrive, whether or not the second wave affects your company. Now is an essential time to take action to move your business forward.

    We have all the resources you need to help you through this process. Our Complete Playbook for HR Technology During Times of Crisis outlines many practical ways to implement the strategies we just talked through in ways that are repeatable and sustainable. Make sure you and your people don't get caught unprepared again.

    Get your playbook

    • The People Purpose Blog
    • What HR should be doing now to prepare for the second wave of COVID-19

    Related Stories

    three colleagues working at a laptop
    The People Purpose Blog
    The Value of a Mid-Year Check-In for Managing Your Annual Business Goals

    Mid-year check-ins are essential for evaluating goal progress, making any necessary adjustments, and ensuring alignment with the company’s overall objectives

    woman sitting next to man in conference room with a phone
    The People Purpose Blog
    Balancing Innovation and Ethics: The Role of Artificial Intelligence in HR

    Discover how AI is transforming the HR landscape and what it means for balancing innovation with ethical responsibility. Learn key strategies for artificial intelligence in HR that leaders can use to drive efficiency, improve decision-making, and enhance employee experiences.

    Two coworkers looking at a laptop together
    The People Purpose Blog
    How AI in the Workplace Supports Data-Driven Decisions for Great Work Culture

    Discover how AI in the workplace empowers small and mid-sized businesses to make data-driven decisions that improve employee experience, reduce turnover, and ensure compliance.

    UKG logo

    Footer menu

    • Suites
      • HCM Software for Enterprises
      • HCM Software for Midsize and Small Businesses
      • Workforce Management Software
    • Solutions by need
      • Time & Attendance
      • Human Resources
      • Payroll
      • AI in the Workplace
      • Scheduling
      • Talent Management
      • Employee Experience
      • Multi-Country Payroll
    • Customers
      • Implementation
      • Support Experience
      • UKG Community
      • Customer Experience
    • About Us
      • Why UKG
      • Culture
      • Our ESG Program
      • Leadership
      • Newsroom
      • Careers
      • Privacy and Security
      • Legal
      • Sitemap
    • Resources
      • Events
      • Analyst Reports
      • Workforce Activity Report
      • HCM and AI
      • The People Purpose Blog
      • Small Business Center
      • Enterprise HCM Demo Center
      • HR Software Demo Center

    Sub Footer

    • Accessibility
    • Cookie Choices
    • Cookie Notice
    • Terms of Use
    • Privacy Notice
    • Mobile Terms
    © 2025 UKG Inc. All rights reserved.

    Kronos SaaShr, Inc., a UKG Company (NMLS ID#1698726) provides money transmission services on behalf of UKG Inc. customers and in connection with certain UKG products. For more information, visit Compliance & Licenses.