By Katharine Moxham 11 January 2022.

As 2022 begins with more uncertainty, HR can give employees a lift with these resolutions to boost both business and employee morale.

As we head towards 2022 facing the disruption brought by another Covid-19 variant, businesses and their people will be facing yet more uncertainty. Here are five employee benefit-related New Year’s resolutions that make good business sense during the unpredictability of a pandemic.

1. Think the unthinkable

The pandemic has fundamentally changed head-in-the-sand behaviour for both employers and their workers. The nonchalant it-won’t-happen-to-me approach towards serious illness and death has flown out of the window and we are all thinking the unthinkable – that it could actually happen to me. 

For an employer, unthinkable questions could be, ‘What will happen to the business if we lose a key person?’

For employees, this change of mindset means facing previously unarticulated questions such as ‘How will my family survive without my salary?’, ‘Will I still get paid if I’m off ill for a long time?’ and ‘Who will help me through all this?’.  

For an employer, unthinkable questions could be, ‘What will happen to the business if we lose a key person?’, ‘Can the business afford to pay out for a death or for long-term sick leave?’ and ‘What sort of help should the business provide?’.

2. Answer the unthinkable questions

HRs need to answer these questions for both their business and its people. If the answer to any of these questions is ‘nothing’ or ‘I don’t know”, now might be a suitable time to look at making some inexpensive changes to the organisation’s benefits package.

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