Ce diaporama a bien été signalé.
Nous utilisons votre profil LinkedIn et vos données d’activité pour vous proposer des publicités personnalisées et pertinentes. Vous pouvez changer vos préférences de publicités à tout moment.

Back to Work

217 vues

Publié le

You can feel a change in the air. More cars and people on the streets. Clients are calling again. Employees encouraged to come back to the office. But it feels different. Some employees are pushing back on returning the workplace. Our infographic offers practical tips, this time, for supporting employees through this adjustment period.

Publié dans : Recrutement & RH
  • Soyez le premier à commenter

Back to Work

  1. 1. But don’t make the mistake of thinking your employees will be ready to return to the office just because their basic physical safety needs are met, especially in an environment of ambiguity and fear. This too may be true! If we focus on productivity rather than geography, it may be that some of our employees might be able to work principally from home. Many employers already work this way. Others are seriously looking into virtual offices. Is this a time for us to re-evaluate how we work? Are there any obstacles other than habit or convention? Whatever happens, Change can be refreshing but it always requires adjustment & can be difficult for those who miss the way it was. Embrace the opportunity We need to understand and ensure compliance with federal and state direction as restrictions are eased. Clearly communicate the physical distancing requirements in the workplace. Some employers are rearranging the office layout. Others still are increasing the intensity of their office cleaning regimes; all of which help employees to feel physically safe. They need to feel secure and capable of changing back to home office if required, free to speak up about their anxiety without judgement and encouraged to ask for help if they are struggling. Understand if travel to and from work is causing the anxiety and what other options exist. Some employers are staggering a return to work to cope with this. Why? Consider that workplace stress, team relationships or the physical set-up of the work area may be contributing factors. This may be an opportunity to discuss ways in which the employee might look at working at a different pace or in different ways on returning to the office. Can they continue to work from home on some days? Schedule more breaks during the day? Plan to lock in annual leave for downtime or holidays? Are they re- evaluating what they want to do with their career … and life for that matter?! There may be some important conversations to be had right now. Why? This may be true? What may be making them less productive in the normal work setting? Can the employee spend part of their time working from home or in a private space to maximise their productivity? Why? The workplace will have changed. Even employees who are keen to leave remote working behind may struggle to adjust to a different office vibe or layout, colleagues still working from home & changed ground rules. Re-entering a disrupted workplace may cause concern and anxiety for some. Consider this a change management challenge requiring a well thought through communication strategy that can help both those employees returning to the workplace & those who continue to work from home. to support your employees through this and, where appropriate, be open to modifying working arrangements and conditions to maximise productivity and employee wellbeing. Practical Safety. Your employees also need I've secretly enjoyed downtime. I'm more productive at home, It may be important to reinforce the benefits of collegial support, collective decision making & goal setting as well as greater robustness in problem- prevention strategies when there are multiple people at the table. I can do most, if not all, my work from home. It is essential to look at Emotional & Psychological Safety. working without distractions. Technology has given us flexibility beyond measure, but what we have come to realise during Covid is that no amount of Zoom or Microsoft Team meetings can ever replace face to face contact (not yet anyway!) SOURCE: JENNY CLAVIO, ORGANISATIONAL PSYCHOLOGIST hi ho, hi ho EDITOR: MICHAEL MCGREGOR, ORGANISATIONAL PSYCHOLOGIST CLAVIO CONSULTING IT'S BACK TO WORK We need to understand why before we can consider what to do & how to Below are some practical tips that you may find helpful in the coming weeks. Why? ‘There may be second wave'. 'We are moving too quickly'. ‘I don’t want to put my family in any risk’. I feel unsafe. You can feel a change in the air. More cars and people on the streets. Clients are calling again. Employees encouraged to come back to the office. But it feels different. Some employees are pushing back on returning the workplace. we go! manage this new normal.