JOB

01

Tips for starting a new job during the coronavirus pandemic

Many people will start new remote positions in the coming months. To assist, we've curated a series of tips to help virtual new hires onboard seamlessly during the pandemic.

Image: iStock/poike

The ongoing coronavirus pandemic has completely transformed the way organizations operate. To mitigate the spread of COVID-19, companies have transitioned from the traditional workplace to the virtual workspace on short notice. Distanced collaboration involves a host of technology solutions to help enhance these new workflows and organizational frameworks.

Unfortunately, even with a premium suite of remote collaborative tools cannot fully replicate the face-to-face experience of in-person communication. That said, new hires in particular are faced with a vast spectrum of challenges when onboarding to a new company amid a modern plague.

We communicated with a number of professionals to understand various ways to help with the remote onboarding process. Below, we've curated a list of tips to help new employees start a new position and integrate within the virtual team during the coronavirus pandemic.

Onboarding challenges

Starting a new position, remote or in-person, can be a stressful experience. At times, these apprehensions are similar for both in-house and remote new hires; although the virtual element does come with its own challenges. Mika Liss, COO of NeuroLeadership Institute, detailed some of the common anxieties associated with the onboarding process.

"Onboarding is traditionally stressful for new hires. They are anxious for signs they made the right decision to accept the new job and want to be part of the in-group as soon as possible." Liss said. "Onboarding usually helps provide certainty, which we know our brains crave and seek out. The physical distance can make it more challenging as we often look for non-verbal cues to ascertain if we are in the right place and 'group.'"

SEE: COVID-19 workplace policy (TechRepublic Premium)

Create a space, develop a routine

A well-equipped workspace setup can help new hires discern these nonverbal cues during the onboarding process. While on-site positions will come with all of the latest technologies and workspace in situ, remote workers will need to create a dedicated work environment at home. Liss noted the importance of creating a dedicated workspace for the new position and establishing habits around the virtual workday.

It may seem appealing to spend less money on the home workspace, but an upfront investment will minimize the headache of less-than-optimal equipment and solutions in the long-run. Make sure you have the fundamental tools and accessories to do the job. Remember to ask your employer if they offer a stipend to assist with creating a remote workspace as a number of organizations have created one-time allowances for telecommuters.

Remember to separate work and personal life

As the workspace literally and figuratively becomes part of the home, the line between one's personal and professional life blurs. As a result, it's imperative for telecommuters to establish guidelines and boundaries between these two separate worlds to foster a better work-life balance. While people may feel the urge to check in the inbox for emails after hours, most of these correspondences can wait until the morning. A break from the workday set aside to enjoy hobbies and personal relationships are crucial to a healthy work-life balance.

Get to know your teammates

Building rapport with other employees is an integral part of a new position. However, without the natural face-to-face communications and happenstance interactions afforded by in-house positions, developing comradery with virtual coworkers can be difficult. Nonetheless, there are plenty of ways to familiarizing yourself with the new office mates. Paul Wolfe, SVP of HR at Indeed, detailed a few helpful virtual team building ideas.

"Some simple ways to get to know new colleagues virtually include setting up virtual meet-and-greets with your colleagues or to participate in company-organized events or groups. Since many employers are implementing new ways to keep employees connected and engaged, many new hires are able to join virtual happy hours, trivia sessions, and even Slack channels related to their own individual interests," Wolfe said.

SEE: Big data's role in COVID-19 (free PDF) (TechRepublic)

Map your network

At larger organizations, the various departments and sub-departments can seem labyrinthian for new hires. Understanding a company's workflows will help employees gain a better understanding of the day-to-day operations. As part of the social networking component, it may also be helpful to proactively map this network framework, said Brian Powers, VP of Talent Acquisition and Development of Fuze, a cloud-based communications provider.

"I also recommend that new virtual hires start mapping their network right away by consciously connecting with as many people as possible, then figuring out where they fit into your network. Make sure to keep your manager looped into your activities and "push" for greater engagement as necessary," Powers said.

Feel free to asking questions

During the traditional onboarding position, employees may feel anxious about asking questions, and this becomes even more challenging in a remote position. However, without in-person support, it's important to ask questions early and often; especially during the initial stages of the onboarding process. Asking questions may even help illustrate your enthusiasm about the new position, Wolfe explained.

"Be proactive. Initiating a virtual meet-and-greet with a colleague, or offering to help solve a problem without being asked to do so, can be a great way to demonstrate your willingness to learn and get involved quickly," Wolfe said.

SEE: Starting a new job remotely can be a challenge: Here's how to ease the transition (TechRepublic)

Enjoy the process

Lastly, while a new position certainly comes with its own set of professional challenges, it's important to note that there are some advantages inherent within this role. In general, new hires are not expected to hit the ground running at full speed or be as productive as seasoned employees. For this reason, it's crucial to utilize this time of learning and experimentation to ask questions and get up to speed gradually.

"Luckily in a new role you're expected to be open and curious at the early stages. Don't be afraid to play 'the new kid' card by asking lots of questions and seeking explanations—in many ways from different people," Powers said.

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02

BMW Mini Oxford car plant set for hundreds of job losses

Image copyright AFP/Getty Images Image caption The number of shifts are to be reduced because of a "substantial" fall in demand

Hundreds of people are to lose their jobs at the Mini car factory in Oxford.

BMW, which owns the plant, said 400 out of the 950 agency personnel onsite would be affected.

Production at the factory in Cowley was halted in March because of the coronavirus pandemic, with work resuming in May.

However, a "substantial" fall in customer demand during lockdown has led to a decision to reduce the number of shifts at the plant.

The plant is moving from a three-shift pattern to two shifts in mid-October, while still operating five days a week.

Agency personnel employed by Gi Group will be retained according to criteria such as length of service, individual skills and disciplinary records.

Those affected will be informed in mid-September.

Human resources director Bob Shankly said: "Like other automotive manufacturers, our volume forecasts for 2020 have had to change accordingly.

"We have, therefore, made the difficult decision to adjust our shift patterns at Mini Plant Oxford from October.

"This will give us the flexibility we need to adapt our production in the short to medium term, according to developments in global markets.

"Our decision has been made after close discussion with trade union representatives and we are aware that our plans will have an impact on people during an uncertain and worrying time.

"We have sought to protect as many jobs as we can, while also taking the necessary steps to ensure the stability of our business in light of this current period of volatile and unpredictable market conditions."

The company said it would also reduce the number of its core employees, but said it would be a "small" amount, with voluntary redundancies and early retirement options considered.

In total the plant employs about 4,000 people and produced 222,340 Minis in 2019.

BMW took it over in 2001 but cars have been built on the site since 1913.

03

Coronavirus layoffs: Stubborn shutdowns trigger fresh Bay Area job cuts

Some Bay Area companies have begun to switch from furloughs to layoffs for large numbers of employees amid coronavirus-linked business shutdowns that have been reinstated or have yet to show signs of ending.

Among the latest to reveal job cuts for one reason or another: VMWare, downtown San Jose’s Hilton Hotel, Veritas, Blackhawk Country Club, Gap, Chartwells, and Silver Creek Sportsplex in San Jose.

“VMWare has developed plans to implement a workforce reduction at its facility located at 3401 Hillview Ave. in Palo Alto,” Sean McConnell, a VMWare corporate counsel, wrote in a WARN notice this month to the EDD.

Palo Alto-based VMWare said the layoffs affect 148 workers and will occur in October and December at the company’s headquarters, according to the WARN filing, which the EDD received on Aug. 17.

In recent weeks, some Bay Area companies said they are so uncertain about plans by state and local government agencies regarding reopening and restrictions that they decided to reduce staffing, filings with the Employment Development Department show.

The Hilton Hotel in downtown San Jose and LSI-Silvercreek, a south San Jose fitness and sports center, each cited the uncertainties of government rules and mandates in official WARN notices sent to the EDD.

“We did not foresee that ‘lockdown’ orders, initially issued for short durations in certain specific cities, would spread throughout the country and be constantly and continually extended or changed,” Jimmy Sarfraz, general manager of the Hilton San Jose, wrote in the WARN notice. Hilton laid off 126 workers, effective Aug. 10, at the hotel, located at 300 Almaden Blvd. in downtown San Jose.

The cascade of shutdowns did more than interrupt travel and commerce for a short period. It also disputed commerce and travel for the “foreseeable future,” Hilton stated in the WARN notice.

Hilton also blamed government officials for an unexpected new round of shutdowns.

“Contrary to our expectations, Santa Clara County and the state of California have just recently extended shelter in place requirements, continued social distancing requirements, and limitations on large indoor gatherings which continue to impose substantial limits on our operations at this location,” Sarfraz stated in the WARN notice.

Future staffing needs are almost impossible to calculate given the uncertainties created by state and local authorities, the hotel stated.

Similarly, LSI-Silvercreek, operating as ClubSport and Sportsplex, said county and state officials have unleashed far too much uncertainty regarding the nature or scope of operations that would be allowed at the fitness club.

“LSI-Silvercreek was unable to gauge exactly what social distancing and other requirements the local county public health officials would impose on Sportsplex and ClubSport, if and when it does permit full reopening,” Jennifer Brown, a human resources executive with the company, wrote in the WARN notice.

The lack of clear guidance affected an array of options for Sportsplex and ClubSport.

“The company was unable to predict the type of services that it would be able to provide, the reduced number of clients that it would be able to serve under the county’s guidelines, or the actual number of clients willing to utilize Sportsplex or ClubSport once it re-opened under the county guidelines,” Brown stated in the WARN notice.

As a result, ClubSport and Sportsplex laid off a total of 139 workers, a July 28 WARN notice stated.

Danville-based Blackhawk Country Club has decided to lay off 58 workers, due to the discovery of a possible coronavirus exposure for one of the employees at the East Bay club and golf course complex.

“Blackhawk Country Clubs’s food and beverage operations have been temporarily suspended,” Kevin Dunne, the club’s general manager, wrote in the WARN notice. “This decision was made in response to a concern about a potential positive COVID-19 diagnosis.”

The club launched the layoffs, which are temporary, out of safety concerns, according to the WARN notice.

In San Francisco, Gap, which had previously disclosed plans to shut numerous retail stores amid a collapse in sales, a rent squeeze, and dispute with its landlord, had included its flagship store at Market Street and Powell Street in San Francisco in the closure plans.

But for the first time, Gap revealed how many workers would be affected by the shutdown of the San Francisco store.

“Approximately 79 employees are affected,” Joanne Rafferty, Gap senior director human resources, wrote in the WARN notice. The layoffs took place in early August.

Veritas Technologies, in a tech company layoff, said it was cutting 74 jobs in Santa Clara between late August and Nov. 30. The cuts were expected to be permanent.

A series of decisions by college sports associations to cancel live events with fans in attendance for a lengthy period of time prompted Chartwells to launch the layoffs of 56 workers at San Jose State University.

Chartwells also cited government orders to cancel large events for an unspecified period of time for the layoffs.

“While these actions are permanent, all terminated team members have been invited to apply for future employment as positions become available when business levels return following the pandemic,” Mrinalini Sen, human resources with Compass Group, owner of Chartwells, stated in the WARN notice.