On Wednesday 8 July 2020 at 2pm, we had a Supporters Network Event in partnership with CIPD. Ben Willmott, Head of Public Policy at CIPD led a presentation which was followed by a 45-minute discussion on People Management, and its changing landscape during and post lockdown. Our other speakers were Ian MacArthur (Head of the Charter), Virginie Ghaznavi (Organizational Development Specialist at The Growth Company) and Tricia Nelson (Workforce Advisory Lead Partner at Ernst & Young UK and Ireland).

1. Supported by Supporters’ Network Webinar
GREATER MANCHESTER GOOD EMPLOYMENT
CHARTER
The changing landscape of management
during and post-lockdown
PEOPLE MANAGEMENT

2. Supported by Supporters’ Network Webinar
GREATER MANCHESTER GOOD EMPLOYMENT
CHARTER
Ian MacArthur, Head of Charter Implementation Unit
Ben Willmott, Head of Public Policy at CIPD
Virginie Ghaznavi, Organisational Development
Specialist at the Growth Company
Tricia Nelson, Workforce Advisory Lead Partner at Ernst
& Young UK and Ireland
SPEAKERS

3. Changing landscape of people
management during and
post‐lockdown
Ben Willmott, CIPD Head of Public Policy

4. Job Retention Scheme

5. Shift to
homeworking
will extend
beyond the
crisis
There has been a massive expansion of homeworking
(UK, % of all employees, organisations with 2 or more employed)
9%
17%
54%
Worked from home all the time Worked from home regularly Worked from home all the time
Pre-COVID19 Post-COVID19
Source: CIPD survey of employers, 17-23 April 2020, n=1178

6. The ‘workplace’ looks & feels very different…

7. Working
Safely during
coronavirus
Government guidance makes 5 common points
across all sectors:
1. Carry out a COVID-19 risk assessment
2. Develop cleaning, handwashing and
hygiene procedures
3. Help people to work from home
4. Maintain 2m social distancing, where
possible
5. Where people cannot be 2 metres apart,
manage transmission risk

8. CIPD: three
key tests
before a
return to
work
• Is it essential? Working from home must
continue wherever possible; if not possible,
is the work deemed essential and/or are
there are options?
• Is it safe? People’s health and safety is
paramount, including their mental health;
any return should be gradual to test H&S
measures can work for larger numbers
• Is it mutually agreed? There needs to be
a clear dialogue to ensure people’s
circumstances and worries are taken into
account.

9. Managing
and
supporting
homeworkers
• Technology
• Isolation
• Juggling caring responsibilities
• Inadequate work space
• Domestic/household conflict

10. • Fundamental duty of care to workers’
physical and mental health and
wellbeing
• Duty of mutual trust and confidence
implied into all employment contracts
• Duty to treat people fairly and not
discriminate on the basis of protected
personal characteristics
Employers
face major
employment
relations
challenge

11. The role of line managers key
SENSITIVE AND SUPPORTIVE 121S – PART OF THE
RE-INDUCTION PROCESS TO DISCUSS ANY
CHANGES OR ONGOING SUPPORT NEEDED
PROVIDE ONGOING GUIDANCE – TO HELP
MANAGERS SUPPORT EMPLOYEES IN COMPLEX
AND CHALLENGING SITUATIONS
LINE MANAGER WELL-BEING - LINE MANAGERS
THEMSELVES WILL BE UNDER ACUTE PRESSURE
TO MANAGE CONFLICTING DEMANDS

12. www.cipd.co.uk/coronavirus

13. #StrongerWithCIPD
cipd.co.uk/memberbenefits
Covid-19
resources
NEW Well-
being helpline
Employment
Law helpline
Communities
and branches
People
Management
Knowledge and
content
Free learning Careers
support
Professional
creditability
Financial
support

14. Supported by Supporters’ Network Webinar
GREATER MANCHESTER GOOD EMPLOYMENT
CHARTER
GMgoodemploymentcharter.co.uk
@GoodEmpCharter
#GoodEmployment
THANK YOU!