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In the past few months, COVID-19 has provided association executives a master class in agility. In the coming months, those newly honed skills will be tested as Michigan's children don't head back to school and, instead, settle in at home for remote learning. Remote learning presents real challenges for parents, and associations that employ parents. Here are some things to consider when developing a plan to support employees who have children attending school remotely:
People come first. Employees are more stressed than ever. They are worried about their children's education, employment status, and sanity. Association leaders should identify the collective impact this will have their staff teams and open a dialogue about potential solutions and supports. While many ideas are starting to percolate, co-creation of solutions with employees will improve efficacy and better leverage resources.
Every association is different. But no matter who you are or whom you represent, one thing is for certain: there is lot of work to be done.
Whether it’s managing members, raising funds, contending with new rules and regulations, or delivering quality programs that serve your mission, there is only so much that can be done in a given day, week, or year.
And that’s not when you’re trying to hire new employees or keep existing ones, or reduce overhead costs, or stay up to date with new technology and ways of communicating.
Does this sound stressful? Perhaps a bit. But that’s part of the job — managing people, processes, finances, and beyond.
The most successful associations are efficient, tech-savvy, and skilled at communicating with members, sponsors, and their local (and online) communities.
Another trait these associations share: They track employee time.