When the pandemic hit, leaders have been negotiating the hurdles of setting up their teams remotely. Now, they must flip the script and build an office environment where their employees will want to return to their regular workspace. However, as employees return to work in huge numbers, it has become a matter of big concern for managers and the department of human resources.
Business leaders must promptly and efficiently offer instructions on how often, or how little, they want their employees to be in the office if it isn’t already in place. There should also be office etiquette and guidelines that need to be followed, as various employees would feel differently about social distancing measures or perhaps even socializing beyond work.
It’s probable that some employees’ productivity may suffer in the first few weeks back in the office due to the changes in habits. When employees in the UK were asked how they feel about coming in more frequently, one in five expressed concern that it would lead to distractions and less work being accomplished. The return to the workplace, like the overnight switch to working from home, can certainly cause productivity issues. Managers and business leaders can address this in a variety of ways. To reduce distractions, more IT support can be provided in the first few weeks, as well as access to breakout rooms for in-person communication.
Flexible working is on everyone’s mind, with 27% of workers anxious that returning to the office will mean less time for themselves and one in five worrying about spending less time with their loved ones (according to a study). As we all return to work, employers should consider how their policies will affect their ability to attract new talent, as this has become a significant competitive edge in the market. Over one-fifth of employees say they would never take a job that does not support flexible working hours. Not giving the necessary options for your staff could demotivate and impair their productivity levels, which could have an impact on your talent acquisition pipeline.
Ultimately, as a professional leader and manager, the best thing you can do is to understand that this process will never be an easy transition for you or your workforce. You’ll be able to create trust and confidence in your teams by keeping your door open and keeping an open mind to your employees’ problems in the months ahead if you keep your door wide open and actively listen to their problems.
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