Page 5 - The Leadership Line: February 2021

Tips from MIL Leadership

“What advice can you share with other managers on engaging a
remote workforce?”

» Promote collaboration and engagement during meetings - An approach that has
been very effective is requiring teams to turn on their cameras.
» Emphasize communication - It is more critical now than ever for employees to
be clear and effective communicators. To assist with that, determine which tool
and method works best for your team’s culture.
» Continue to build working relationships with your staff. For example, coffee
meetings, virtual team lunches, etc.
Emily Lotridge, Program Management, Senior Manager

Ask HR

“What is the guidance for following up with an employee when I haven’t heard from
them during their regularly scheduled work time?”
Employee safety and well-being has been an ongoing focus during the pandemic. That focus applies to
employees who are teleworking as well as those in the workplace. When employees stop responding to
emails, IM’s, and phone calls during their regularly scheduled work time, there may be cause for concern.
If 24-hours pass with no response, contact HR regarding a wellness check or engaging their emergency
contact.

Consider the following factors before seeking HR to contact an employee’s emergency contact:
» The seriousness of the health or safety emergency

» Whether notifying the emergency contact furthers the goal of helping support the employee
» The extent to which the employee deviates from their normal communication patterns or behaviors.

Let team members know your expectations for communication and responding to phone calls, emails,
and IM’s. It is important to know your employee’s wishes on how to handle these situations-
“In the event we cannot reach you and there is concern for your well-being, when should we reach out to
your emergency contact?”

Remember, under the Americans with Disabilities Act, MIL is unable to discuss an employee’s health
diagnosis or status with anyone without their permission, regardless of the circumstances.

Please ask your questions by sending them to the HR mailbox (hr@milcorp.com). We will start addressing
those questions in the “ASK HR” section of the newsletter.