Delta Air Lines acaba de tomar una nueva decisión audaz. He aquí por qué es tan controvertido

Esta es una historia sobre Delta Air Lines y el tema comercial número uno del momento. Eso es lo que examino en mi libro electrónico. Flying Business Class: 12 reglas para ejecutivos de aerolíneas estadounidenses, lo que puedas Descargalo gratis aqui.

No importa en qué industria se encuentre, tiene sentido seguir a las aerolíneas. Ofrecen una infinidad de estudios de casos que pueden ayudarlo a tomar mejores decisiones en su negocio.

¿El caso de estudio de hoy? Si puede o debe exigir de manera realista que los empleados se vacunen contra Covid-19.

El mes pasado un Graduado de la Universidad Estatal de Arizona llegó a la conclusión de que alrededor del 65 por ciento de las empresas estadounidenses finalmente requerirán que sus empleados sean vacunados.

Más de un tercio de estos empleadores dijeron que considerarían despedir a los trabajadores que se rehúsan.

Pero al otro lado de la mesa un Estudio de la Society for Personnel Management encontró que alrededor del 28 por ciento de los trabajadores dicen que preferirían renunciar a sus trabajos que vacunarse si sus empleadores se lo dicen.

Para ser sincero, me vacunaron tan pronto como cumplí los requisitos. Sin embargo, me doy cuenta de que no todo el mundo ve esto como yo y que la idea de los requisitos de vacunas es muy controvertida.

Como líder de una empresa, probablemente esté pensando en cómo se verían las pautas en su empresa: ¿Necesitas vacunas? ¿Solo los estás animando? ¿Dejas todo al juicio de tus empleados?

La semana pasada, el director ejecutivo de Delta, Ed Bastian anunció la política de su empresa – la primera aerolínea en dar a conocer su plan. Lo que me parece interesante y útil, además del hecho de que Delta tomó su decisión temprano y se puede comparar con sus competidores, es que es una especie de enfoque híbrido.

En primer lugar, la vacuna no es negociable para los nuevos empleados. Si desea trabajar para Delta y aún no está a bordo, deberá vacunarse.

(Punto de datos: en 2017, Delta tuvo 270,000 solicitantes para 1,700 puestos de asistente de vuelo, lo que corresponde a una tasa de aceptación del 0.6 por ciento).

“Cualquier persona que venga a Delta en el futuro será vacunada antes de poder registrarse en la empresa”, dijo Bastian en una Entrevista en CNN.

En segundo lugar, la aerolínea no necesita empleados actuales, de los cuales tiene alrededor de 75.000, para recibir la vacuna.

Bastian dijo que este era un punto discutible para alrededor del 60 por ciento de los empleados de Delta que ya habían sido vacunados. Un número que espera que eventualmente aumente a alrededor del 80 por ciento.

“No instruiré ni forzaré a las personas si tienen una razón específica por la que no quieren vacunarse”, dijo Bastian en una entrevista, “pero los alentaré fuertemente y me aseguraré de que comprendan el riesgo”. no vacunarse. “

Eso deja al 20 por ciento, alrededor de 17,000 empleados, de los cuales Bastian espera que no estén listos para vacunarse. ¿Qué les está pasando?

Bueno, todavía tendrán trabajos en Delta, dijo Bastian, pero muchos de ellos pueden esperar que sus trabajos cambien.

Un ejemplo inmediato que ofreció sería que los empleados que no han sido vacunados pueden no poder volar en rutas internacionales.

Esto se debe a que otros países pueden hacer esto incluso si Delta o los EE. UU. No necesitan vacunas, y Delta debe cumplir con sus leyes cuando viaja dentro de sus fronteras.

Si bien Bastian parece ser el primer CEO de una aerolínea en delinear las políticas de su aerolínea, no es el primero en ver el problema, ni en sugerir la posibilidad, o incluso la probabilidad, de un plan más restrictivo.

En enero, el director ejecutivo de United Airlines, Scott Kirby, dijo en un ayuntamiento para los empleados de United que esperaba que las vacunas fueran obligatorias en su aerolínea.

“Tengo confianza en la seguridad de la vacuna”, dijo Kirby, “y veo que esto es controvertido. Creo que lo correcto para United Airlines y otras compañías es exigir las vacunas y hacerlas obligatorias”.

Pero agregó: “No creo que United se salga con la suya y sea de manera realista la única empresa que necesita vacunas y las hace obligatorias. Necesitamos otras. Necesitamos otras para mostrar liderazgo. Especialmente en salud”. Industria del cuidado. “

¿Ve lo que quiero decir sobre el flujo continuo de estudios de casos de negocios de las principales aerolíneas? Quizás este debate ya esté provocando que te hagas preguntas como:

  • ¿La necesidad de vacunas (o no) hace de mi empresa un mejor ciudadano corporativo? ¿Es “lo correcto”?
  • ¿Es más o menos probable que los clientes o empleados se queden conmigo cuando necesito vacunas?
  • ¿Me dejarán atrás algunos clientes o empleados si tomo la decisión contraria?
  • ¿Debería tener pautas diferentes para los nuevos empleados que para los actuales?
  • ¿Puedo tener que cambiar de trabajo para algunos empleados si se niegan a vacunarse?

No puedo decirle cuáles deberían ser las respuestas para su empresa. Pero creo que estas llamadas son mucho más fáciles de realizar cuando se ha tenido la oportunidad de estudiar los procesos mentales y la toma de decisiones en empresas más grandes, como las aerolíneas estadounidenses.

No olvide el libro electrónico gratuito con un análisis más detallado: Volar en clase ejecutiva, 12 reglas para ejecutivos de aerolíneas estadounidenses.

Las opiniones expresadas aquí por los columnistas de Heaven32 son las suyas propias, no las de Heaven32.

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To be upfront, I got vaccinated as soon as I was eligible. But, I recognize that not everyone sees this the way I do, and that the very idea of vaccine requirements is highly controversial. 

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As a business leader, you're likely thinking through what the policy might become at your company: Require vaccinations? Just encourage them? Leave it all to the judgment of your employees?

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Last week Delta CEO Ed Bastian announced his company's policy -- the first airline to go public with its plan. What I find interesting and useful about it, besides the fact that Delta made its decision early and you can compare it to its competitors, is that it's sort of a hybrid approach.

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Here are the details:

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First off, for new employees, the vaccine is non-negotiable. If you want to work for Delta and you're not already on board, you'll have to be vaccinated, full stop. 

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(Data point: In 2017, Delta had 270,000 applicants for 1,700 flight attendant positions, which works out to a .6 percent acceptance rate.)

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"Any person joining Delta in the future, we will mandate to get vaccinated before they can sign up with the company," Bastian said in an interview on CNN

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Second, the airline won't require current employees, of which it has about 75,000, to get the vaccine.

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Bastian said this is a moot point for about 60 percent of Delta employees who already have been vaccinated, a number he expects will eventually rise to about 80 percent.

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"I'm not going to mandate and force people if they have some specific reason why they don't want to get vaccinated," Bastian said in the interview, "but I am going to strongly encourage them and make sure they understand the risk to not getting vaccinated."

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Now, that leaves 20 percent -- roughly 17,000 employees -- that Bastian expects will not be willing to get vaccinated. What happens to them?

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Well, they'll still have jobs at Delta, Bastian said, but many of them can expect their jobs to change. 

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An immediate example he offered would be that employees who haven't been vaccinated might not be able to fly on international routes.

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That's because even if Delta or the United States doesn't require vaccinations, other countries might, and Delta has to comply with their laws when traveling within their borders.

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Now, while Bastian is apparently the first airline CEO to outline his airline's policy, he's not the first to address the issue -- or to suggest the possibility or even likelihood of a more restrictive plan.

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Back in January, United Airlines CEO Scott Kirby said at a town hall for United employees that he hopes to make vaccines mandatory at his airline. 

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"I have confidence in the safety of the vaccine," Kirby said, "and I recognize it's controversial. I think the right thing to do is for United Airlines, and for other companies, to require the vaccines and to make them mandatory."

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But, he also added: "I don't think United will get away with and can realistically be the only company that requires vaccines and makes them mandatory. We need some others. We need some others to show leadership. Particularly in the health-care industry."

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See what I mean about the continuous stream of business case studies from the big airlines? Maybe this debate is already prompting you to ask yourself questions, like:

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  • Does requiring vaccines (or not) make my company a better corporate citizen? Is it "the right thing to do?"
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  • Will customers or employees be more or less likely to stay with me if I do require vaccines? 
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  • Will some customers or employees leave me behind if I make the opposite decision?
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  • Should I have different policies for new employees versus current ones?
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  • Might I have to change some employees' jobs if they refuse to get vaccinated?

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I can't tell you what the answers should be for your business. But I do think it's a lot easier to make these calls when you've had the chance to study the thought processes and decisions at bigger companies -- like the U.S. airlines.

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Don't forget the free ebook with more of these kinds of analyses: Flying Business Class, 12 Rules for Leaders From the U.S. Airlines.

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