{"id":26209,"date":"2021-05-27T06:51:14","date_gmt":"2021-05-27T12:51:14","guid":{"rendered":"http:\/\/corevalues.com\/?p=26209"},"modified":"2021-05-27T06:51:14","modified_gmt":"2021-05-27T12:51:14","slug":"this-years-newest-challenge-return-to-work","status":"publish","type":"post","link":"https:\/\/corevalues.com\/dev\/2021\/05\/27\/this-years-newest-challenge-return-to-work\/","title":{"rendered":"This year\u2019s newest challenge: RETURN TO WORK"},"content":{"rendered":"

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HR managers are set to tackle an unprecedented challenge:\u00a0 helping organizations and team members return to work amidst an ongoing pandemic.\u00a0 In March of 2020, many managers found themselves sending employees home, armed with a laptop.\u00a0 But now with cases subsiding and vaccinations rising, returning to the old office humdrum is within sight.<\/p>\n

Or is it?<\/p>\n

The world\u2019s bout with Covid-19 has had a colossal impact on a myriad of industries across the globe.\u00a0 Many sectors have been derailed by drastic drops in demand for products and services, and unemployment is at an all-time high (and still far from pre-pandemic levels).<\/p>\n

Companies and organizations that have been able to continue amidst the pandemic are most likely those who have converted to a remote work model. Or, they have made substantial safety and health changes to protect workers.<\/p>\n

But as the world is opening up, are employers and employees amenable to bringing people back to the office full time?<\/p>\n

Employer return to work considerations<\/h3>\n

Employers are leaning towards people reporting for work on-site.\u00a0 The collaboration<\/a>, engagement, and innovation are unparalleled when done face to face \u2013 it’s something even the best online platforms couldn\u2019t offer just yet.\u00a0 Question is, is this what your workers want? It is anticipated by global consultant McKinsey and Co. that 1 in 4 employees will be changing jobs this year. The competition for talent is on.<\/p>\n

A research survey by the Gensler Research Institute revealed that 71% prefer a completely remote setup, or some hybrid type of arrangement.\u00a0 It’s hard to break from the routine that we\u2019ve gotten used to the past few months.\u00a0 The commute time alone (or even the lack of it), has given people unmatched benefits for parents and those who look after elderly family members.<\/p>\n

Further, many prefer to work away from the cubicle because most work cultures just aren\u2019t conducive to productivity and creativity.\u00a0 True, the challenge of working remotely can get too real (lack of space, blurred lines between home and office, distractions, feelings of isolation \u2026) but many would go for any other dilemma than draining office drama<\/a>, and indifferent colleagues, and controlling bosses.<\/p>\n

If you\u2019re in a tight spot, here\u2019s what to keep in mind \u2013 requiring a Monday to Friday, 9-to-5 routine will most likely be a deal-breaker.\u00a0 Your best, most trusted employees may also demand maximum flexibility.<\/p>\n

Meanwhile, you want to engage, retain, and produce.\u00a0<\/strong><\/p>\n

So what are your options?<\/h3>\n

There is likely no going back to how you were pre-pandemic.\u00a0 Consider offering employees the flexibility to work remotely BUT institute positive, absorbing, and inclusive experiences in the office.<\/em> <\/strong>\u00a0<\/strong><\/p>\n

Feeling connected and included means being HEARD, SEEN, ACKNOWLEDGED, and APPRECIATED.<\/strong><\/p><\/blockquote>\n

Clich\u00e9 as this may sound, make them WANT to be in the office together\u00a0 BY NURTURING A CULTURE THAT SPOTLIGHTS RELATIONAL CONNECTION.<\/a>\u00a0 The mindset won\u2019t happen on a specific date.\u00a0 Recoveries aren\u2019t static.\u00a0 And connection is something that everyone experiences differently.<\/p>\n

For instance, some offices provide creature comforts (game rooms, nap capsules, spa days, free meals, award nights\u2026).\u00a0 But recognition may also look less like Thursday night outs and more like collaborating on a project with a colleague. It could also mean posting a message in Trello and receiving respectful, constructive feedback and interaction.<\/p>\n

Take advantage of the\u00a0 Zoom \/ GoogleMeet \/ Microsoft Teams virtual meeting fatigue.\u00a0 Once you meet up at work, make face-to-face meetings significant AND significantly short.\u00a0 Ditto for virtual meetings.\u00a0 Shorter meetings are far more efficient and engaging.\u00a0 But do create time blocks (in person or online) for those random connections. Those few minutes of cheerful banter are critical for developing team culture.<\/p>\n

Further, gauge what tasks fall under the remote work zip code.\u00a0 Theoretically, working from home is ideal for independent tasks. But when tasks are codependent or interdependent, a physical huddle is necessary.\u00a0\u00a0 Post-lockdown work arrangements need to be based on what the work requires.\u00a0 Hybrid approaches won\u2019t work if whether or not reporting to work depends on the individual.\u00a0\u00a0 In this aspect, include your employees in the decision-making process by being candid with what the organization\/business needs.\u00a0 Engage your team in solution creation.\u00a0<\/strong><\/p>\n

Last but not least, never lose compassion.\u00a0 Lead and manage with empathy<\/a>.\u00a0 <\/strong>Remember that there\u2019s no going back to pre-pandemic.\u00a0 We are forever changed by this experience. Some employees may still be grieving over the loss of a loved one.\u00a0 Some are still so burnt out and traumatized.\u00a0 Others have fallen victim to the virus.\u00a0 Many are still dealing with mental health issues (some even made worse by the pandemic).\u00a0 Add to that, financial constraints. The list is long.<\/p>\n

Empathy return to work skills<\/h2>\n

Actively listen, check-in, and offer support.\u00a0 Be generous with words of gratitude and make time for meaningful conversations.\u00a0 Be sensitive to needs. \u00a0Being compassionate doesn\u2019t mean being a pushover and small acts of kindness go a long way.\u00a0<\/strong><\/p>\n

Is work now more digitally-powered?\u00a0 How is your level of interaction? \u00a0What was your work culture like during the lockdown?\u00a0\u00a0 What were your issues and what would you like to see differently, moving forward?<\/p>\n

Take the guesswork out of the transition.\u00a0 Talk to us<\/a>.<\/p>\n

Care to dig deeper into the return to work topic?<\/h3>\n

The following articles contribute more to this conversation:<\/p>\n