Emotional situation of the collaborators when returning to the offices in person
At the beginning of the pandemic, the main concern of many companies was how to implement work from home in record time and with the fear that workers would not work in the same way when doing it remotely. Now, in addition, it is managing the process of returning to the office, the 'return operation' of employees to the workplace.
Working at home, with its pros and cons, has made it possible to maintain the productive activity of thousands of companies, while protecting the health of workers and society as a whole. After two years working remotely or with a hybrid system, it will be difficult for many to re-adapt to face-to-face work dynamics. In addition to this, there is a series of issues related to the anxiety that it generates about the new infections that continue to appear, because if we are sure of something, it is that the pandemic left emotional havoc in most of us, especially those who lived first hand some experience related to COVID-19 with a close family member or themselves.
Every good leader is concerned with conveying a feeling of security to their collaborators, and although no one knows for sure what turns the situation could take in the coming months, it is important to prepare your team for whatever the scenario may be. I share some actions that we can take to prevent the return to the offices from emotionally impacting your teammates:
Transparent communication. It is important to communicate return days with your team in advance. Similarly, it is very helpful to manage expectations and provide information to employees about what to expect upon arrival (availability of masks and disinfectant gel, social distances, use of common spaces) will help them overcome the anxiety that the event may cause. return to the workplace and meet the new standards safely.
Create a safe environment – Clear guidelines around safety protocols will help reassure employees and make them feel safe when they leave the comfort of home, making them more likely to stop working from home and return to the office.
Highlight the benefits of working in person . In a survey conducted on hybrid work, more than half of the employees surveyed responded that they preferred to work in the office three days a week or more. It is very likely that this has changed, so it is important to remind your colleagues of some of the benefits that you or the company believe they will gain by returning to the face-to-face modality, obtaining their vital work space for greater concentration and performance.
Flexibility and staggered return : each employee has a particular casuistry (modality preferences, conciliation, etc.), so keeping an open mind and effectively supporting employees can help reduce friction. Betting on the voluntary return and a hybrid model, at least in the first weeks, will facilitate adaptation.
Updating support systems : accompanying employees in this process is essential to guarantee their well-being and that of the company. It is important that the human resources department, and/or the company's psychological support service, be open and willing to answer questions and provide advice and tools to deal with returning to the office.
Based on these points, it is important not to repress emotions and stress, but to face it and try to understand its origin in order to understand negative feelings and put measures in place to manage them. Maintaining work-life balance, such as maintaining some of the established routines during remote work, breaks or schedules, and adopting a positive approach is of great importance to the process of returning to the office. It will also be helpful to be able to explore views of flexible working and if the process is too overwhelming, contact your human resources managers or mental health and wellness programs available to employees for support.
Also read:
Comments
Post a Comment