THE Covid-19 pandemic has taught companies to be more responsive to their employees’ needs and wellbeing, human resources managers said.

They told The Malaysian Insight it was a learning curve to practise better empathy instead of merely executing the company’s rules by rote.

For senior HR manager Christian Wong, 29, managing employees during the pandemic has widened her perspective towards caring for workers’ wellbeing.

“Robotically maintaining the pre-existing understanding or practice of making sure they are entitled to basic employee benefits is still essential, but it is also a ‘dead’ practice if people don’t stay connected or engaged,” Wong said.

Her workplace, a medical device distribution company called Easmed, has about 50 employees and Wong said she had to work hard to keep staff bonding and team spirit strong during the pandemic.

“I have gone beyond working hours and working context where I will check in with my colleagues and also their family members.

“We’ve had to do this because we’ve had scares with employees being exposed to Covid-19 cases. Some had to self-quarantine and I was keeping track of their health status,” Wong said.

Another HR executive, 26-year-old Melody Chua Yong Yi, said there is a heightened sense of responsibility at the media company, Core Studios, where she works.

Staff also began to look to her as a point of reference during the pandemic and movement restrictions.

“This is a first for many of us so there’s no guide per se on how to handle the waves of uncertainty.

“My team looks to me for direction on how to manoeuvre through the SOPs, or when a member in a team is in close contact with someone who has tested positive. 

“Everyone goes into panic mode and looks to me for answers in order to move forward.” 

Euodia Ooi, a professional development and staffing manager from global management consulting company McKinsey & Co, said the increase in mental stress and burnout among employees is real.

“Working remotely has robbed staff of informal get-togethers and ‘water cooler chats’ in the office, which is key in fostering the relationship of colleagues. 

“Hence, we have to find different initiatives to reconnect.” 

Ooi said that McKinsey rolled out different support programmes, including giving additional allowance to staff to purchase a proper work table and chair to work at home and to accommodate the long working hours.

“It is also important for companies to partner with external medical experts and counsellors in such a time. Ignorance is bliss. We do not know what we do not know.

“Companies need to acknowledge that mental health issues have an impact on their employees and therefore the organisation itself,” Ooi added. 

A talent assistant manager in a multinational company in Petaling Jaya also agreed that the duty of care by companies has expanded to meet workers’ demands and to retain the company’s influence.

“We provided Covid-19 care funding for employees who need to spend extra to set up a home office.

“We extended internet or a phone subsidies to employees who were not entitled to such allowance in the pre-Covid days. 

“We have also changed our ‘gym’ allowance to ‘health and fitness’ allowance, which enabled employees to make claims for other health expenses such as supplements. 

“On top of that, the company has also prepared a Covid-19 care pack for each employee and allows employees to make claims for Covid-19 testing.” 

The manager added that leadership had also learned to be open with employees working from home even during the conditional and recovery MCO. 

The issue of the expanding scope of duty of care for employers was highlighted in the Risk Outlook 2021 report by global health and security services company International SOS. It was listed as a critical development in future employee attraction, engagement and retention.

“Health and wellbeing have now moved to the top of the agenda, it is now for the first time for many companies, a board-level matter.

“Organisations offering a new provision of enhanced duty of care to their employees will be far more attractive to both talent and investors,” the report said.

Meanwhile, employees who spoke on condition of anonymity said a company’s provisions for health, safety and security are becoming increasingly important when considering job offers.

A banker in Selangor said the Covid-19 pandemic was a time for companies to go above and beyond in caring for their staff. 

“The precautionary actions my company took for front-line bankers like us were excellent. However, they did now show their care towards staff who were actually affected. 

“A few of my colleagues tested positive for Covid-19 but the company did not do something as simple as give out care packs.”

A young staff newly employed at a logistics company in Subang Jaya said she would from now on choose employers that took health concerns and precautions seriously.

“I was disappointed that my company still implemented a full schedule and workforce in the office during the MCO.

“Only earlier this year, when one staff was suspected to have Covid-19, did our management then only enforce physical distancing and mask-wearing in the office.”

A teacher in an international school in Subang Jaya, meanwhile, commended his principal for writing daily school updates to all teachers, parents and students.

“She assured us that no one will be retrenched nor will there be any salary cuts as we continue our jobs. 

“She shared how the school is coping, how parents can support, how our counselling team is supporting, and the latest SOPs for school reopening.” – March 11, 2021.