Pictured clockwise from top left: Erin Fristoe, Research Innovations; Josh Katz, Edge; Kelly Chase, ANSER; Emily Markmann, The Knot Worldwide; Rich Cober, HITT Contracting; Kathy Albarado, Helios HR and Alyssa Friedrich, United Therapeutics Corporation.

A recently-held webinar examined the impact of COVID-19 on human resource management and workplace culture, including the offering of suggestions to help companies and their employees manage today and prepare for tomorrow. The session was hosted by Josh Katz, Vice President, Advisory Services for Edge and moderated by Heather Davis, Director of Change Strategy and Employee Experience for KGO.

“There is a lot of information out there projecting what the future of the physical workplace might look like, but relatively less about the human element of the workplace. There can’t be healthy workplaces without a healthy workforce,” explained Josh Katz of Edge. “This webinar was designed to be a blueprint to address the emotions that many employees are feeling as they face the re-opening of the economy.”

Panelists included Kathy Albarado, Chief Executive Officer, Helios HR; Kelly Chase, Manager of Human Resources, ANSER; Rich Cober, Chief Human Resources Officer, HITT Contracting; Alyssa Friedrich, Senior Vice President and Chief People Officer, United Therapeutics Corporation; Erin Fristoe, Director of Talent and Community Engagement, Research Innovations (RII) and Emily Markmann, Executive Vice President, Global People at The Knot Worldwide.

“What you do now will have lasting impression on your employees in the long-term,” explained Alyssa Friedrich of United Therapeutics, a pharmaceutical company based in Silver Spring, MD. “We want our people to know they are appreciated and supported during this trying time. That ranges from distributing personal protective supplies to employees and families, to sending home meals with our essential employees, which has the added benefit of supporting local caterers. Most importantly, we are constantly reminding our employees that we are OK with every decision they make in the short term and that we will figure things out in the long-term. We firmly believe in all these practices and think the policies will help foster employee loyalty.”

“It is important to remember that there is not a one size fits all answer to the various situations that our employees are dealing with,” stated Kelly Chase of ANSER. “We need to look at things on a case by case, and family by family, basis. There is no blanket policy. We need to listen to the needs, concerns and fears of our employees and be cognizant of our employee and work site location differences. Many of the things that we’ve implemented now will need to stay in place for many months to come, because the current situation, and making it a priority to keep our employees safe and healthy, will be around for a while. For instance, our approach is that teleworking will become part of the norm, rather than the exception. And we need to remain open and flexible to it.”

“We always remember our core value to stay human and this guides all of our decision-making with personnel,”said Erin Fristoe of Research Innovations, Inc. “Very early on, RII formed a COVID-19 task force that connects virtually each day at 9 AM 5 PM to focus on emerging issues impacting the company, customers and the surrounding community. As we focused on employee well-being, one initiative was to provide paid memberships for the Headspace app to our employees that provides assistance with meditation and mindfulness, which has worked wonders – lowering stress and anxiety for employees and their families.”

“Our employees have adapted extremely well to operating in a 100% virtual capacity. My team says the days are long and the weeks are fast. One of our values at Helios is Demonstrate Care, and our leadership team is actively engaged with the full Helios team as we provide emotional support and remain connected with very intentional efforts,” explained Kathy Albarado of Helios HR. “We are having conversations with our clients regarding considerations in reopening the workplace. This can be very disconcerting to people who have children at home as schools remain closed and those that have family who are in categories most vulnerable to the Virus. The definition of ‘non-essential’ has shifted. People who can work successfully from home need not be required to return to an office. Going forward there will be an expectation from candidates and existing employees that remote work be not just an option, but an expectation. Those employers offering it will have access to a top talent.”

Edge is a commercial real estate firm providing a full complement of advisory, leasing, investment sales, management, construction, property management and engineering services to clients throughout the Washington, D.C., Maryland, Northern Virginia, and Pennsylvania marketplaces. Founded in 2007, the company currently leases and manages more than 8.5 million square feet of commercial office, flex/office, industrial/warehouse, retail and mixed-use space. Visit www.edgecre.com