Close
Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.
WORKSPAN
WORKSPAN DAILY |

Apply a Straightforward Approach to Vaccine Mandate Communication


AndreyPopov / iStock

You had set policy for employee COVID-19 vaccinations and testing, but the new mandates from the Biden administrationhave you scrambling. You’re probably thinking: What do employees need to know right now? What is our role as employer (do we even have a role)? If we don’t get this right, how will we attract the quality talent we’re so desperately seeking?

While many employers are pleased to have the vaccine-policy decision-making out of their hands, employee sentiment ranges from relief to anger. With HR leaders hard at work fostering a sense of community and connection, now is a good time to establish a straightforward tone and simple approach to communicating with employees about the vaccine mandates.

  • Communicate now, even though you don’t have all the answers. People need to know that the organization recognizes there is a mandate, either through the Executive Order for Federal contractors or the Department of Labor Emergency Temporary Standard (or both), and that your company will comply. Direct employees to a central repository or single source of truth (such as the COVID-19 section on your intranet, for example) to easily access information. It’s more important than ever that employees have ready access to the facts.
  • Gain clarity on employees’ status and mindset (and communications preferences). Many employers have not tracked employee vaccination status until now or tried to ascertain who were the reluctant versus the recalcitrant. And thus far, the government hasn’t addressed proof requirements or consequences for noncompliance. Nonetheless, if you haven’t begun asking employees about their vaccination status, this would be a good time. Give them advance notice that you will be asking shortly and then have your HRBPs start gathering information.
  • Keep a straightforward approach. You may have provided incentives and rewards for employees over the spring and summer and encouraged employees to post on internal channels when they were vaccinated. That is fine to continue, but now getting vaccinated isn’t about informing and persuading. It’s a requirement. So, your communications should shift to informative and helpful. But we’re moving beyond inducements. With few exceptions, people who want to remain employed with you need to be vaccinated or, if you’re complying with the ETS, to be tested weekly. So, the tone should be: “let’s get on with it.”
  • Make sure line managers have sufficient training and understand how to best communicate with employees.Managers should also understand where to point people to gather information, data and resources or to ask questions.
  • Once you have established your policies and approach to compliance, share it clearly. If you are ready to follow the mandate, communicate deadlines clearly on dates for when employees must comply, how you will certify compliance, and the consequences for noncompliance.
  • And let people know when you have followed through. Once you have enforced your policies, let employees know. It’s tough news, but if you had to fire people who refused to be vaccinated, employees deserve to know you followed the mandate, communicated on requirements and consequences, and followed through. People appreciate clarity and honesty, even if they don’t always agree with how things are done.
  • Control what you can control. The vaccine is only one measure to keep employees safe. Look for opportunities to demonstrate other ways in which the organization is helping to keep employees physically and psychologically safe. Now is the time to also focus on holistic employee well-being. Consider what more you can do to support employees’ physical, mental, social, financial well-being — from clearly communicating about your employee assistance program to establishing useful guidelines to help employees step away from the job if they’re at home.
  • Review and adjust at various intervals. From a communication standpoint, recognize that what might be working well now might need to change as new policies or changes are introduced. Remain flexible and keep employees’ well-being at the heart of your strategy.

The vaccine mandate is another heavy, potentially contentious topic representing yet another change for employees and employers. We all know that change, good or bad, can cause stress and anxiety, so look for other opportunities to drive meaningful connections and create some levity at work.

Some organizations are incorporating humor into their day-to-day work, while others are doubling down on social or team-building activities. A few laughs and a little bonding can go a long way in helping to achieve some serious goals.

About the Authors

Ann Barlow is a senior partner and president of Peppercomm's West Coast office and Courtney Ellul is a partner in Peppercomm’s London office. They lead the agency’s employee experience practice.


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.