Amazon said in a blog the number of employees who have had the illness includes its workers at its grocery store chain Whole Foods Market. In total, 19,816 employees have had covid-19 between March 1 and Sept. 19, it said, or about 1.44 percent of its 1,372,000 front-line workers.

(Amazon CEO Jeff Bezos owns The Washington Post.)

Amazon emphasized that is at a lower rate than if measured across the U.S. population, citing Johns Hopkins University numbers.

The numbers only show Amazon’s infection rate in the U.S., and only includes front-line employees, such as warehouse workers and Whole Foods cashiers. In March, workers in Spain and Italy tested positive for the virus and joined those in the U.S. and across Europe in signing a petition that called on Amazon to adopt stricter safety guidelines, The Washington Post reported.

More than 1,500 workers signed the petition and one employee called the working conditions “totally insufficient” to keep people safe.

Since then, Amazon has rolled out stricter safety measures and started its own coronavirus-testing lab to screen workers. Amazon said Thursday it now conducts “thousands” of tests each day, and has a goal to get to 50,000 tests daily at 650 sites by November.

Amazon’s shipping and safety struggles during the pandemic have resulted in some boosts to its competitors including Target and Walmart, but the e-commerce giant’s revenue has continued to soar.

Source Article

  • It can be challenging for bosses to strengthen employee engagement, especially while working remotely during the pandemic. 
  • Before reaching out to entry-level employees, start with their managers to ensure they’re being proactive about keeping their team connected and motivated.
  • Encourage managers to adopt a ‘coach’ mindset, and lead their colleagues with authenticity and positivity instead of criticism.
  • Visit Business Insider’s homepage for more stories.

Successful employee engagement does not just happen. It is a conscious strategy that demands a significant investment in energy, time, and resources. In a competitive market, an engaged workforce is an organization’s most significant advantage. Return on investment in engagement strategies can generate financial uplift and create economic opportunities for employers. On the flip side, poor engagement contributes to low morale, turnover, poor customer service, and impacts the company bottom line.

Amid the coronavirus outbreak, people engagement has hit a new high. Gallup reported that in May 2020 the percentage of “engaged” workers reached 38%, the highest since tracking this metric. “Not engaged” staff represented 49% of people who put in the time but lacked energy and passion to their work, and 13% were “actively disengaged” through their horrible work experiences and permeating their unhappiness throughout the workplace.

COVID-19 has disrupted people’s lives, from provoking fears about health and finances to large populations working from home. How organizations respond to the crisis impacts engagement. Some factors are outside an organization’s control, and there are many that leaders can influence to ensure their people feel heard, respected, and cared for. Here is how to get started.

Engage the manager first

For all the tools and resources that organizations equip managers to foster employee engagement, workplaces need to engage managers first. Gallup’s State of the American Manager report expressed how a manager influences an employee’s level of engagement