The New Weird: Back to the Office
Feb 3rd, 2022
Ann Collins
The sale of work clothes seems to have replaced “loungewear” in my social media feed, with nicely ironed shirts and smart shoes taking centre stage once more! Employees all round the world are slowly returning to the office and being encouraged to return to “normal”.
The illusion of going back to “normal”
But what we are living through is not “normal” and it is unlikely that we will see a quick return to the “before” COVID world. Everyone has been directly or indirectly affected by the consequences of the pandemic and two years of uncertainty and stress.
Returning to the office must not be seen as returning to “normal”: organisations who wish to see their employees thrive need to adapt and allow people at all levels, the time and space to find their feet again. This is not just the humane option; it is an investment in the long-term and an opportunity to cherish.
Challenges of returning to the office for employees:
Whilst there are advantages of seeing work colleagues in person and there are many who are looking forward to getting back into the physical workspace, it is not the case for everyone. Although there are many people who have become used to working from home (and have found ways to do this successfully) there are several common issues that remain for many:
Anxiety on multiple fronts: going back to the office is another change in routine that has been largely imposed. Health anxiety, anxiety around being with people in the office (not everyone is desperate to see their colleagues!) and anxiety around the future – research has shown that 50% of people find it hard to plan for the future at the moment
Relationships have changed, people have changed: is it going to feel weird to see work colleagues and team members that you haven’t seen for two years? For those who have joined a company within the last two years, without opportunities to meet people in person, the return to the office brings another dimension of potential anxiety: will I fit in?
Working from home has had many advantages in terms of time management and there is anxiety around losing that: flexibility around the daily routine from accepting deliveries to childcare to preparing healthy meals, as a result of more time in the day without a daily commute. Generally greater autonomy over personal organisation.
With the right technology and organisation in place, many employers feel that they can work just as efficiently and productively, if not better, from home. Why should they be required to go back to the office? Engaging employees, making sure that they feel they belong, are heard and visible is more important than ever, as is being clear on the benefits of returning.
Where organisations should take action:
Organisations that listen to their employees, putting them at the heart of decisions, will undoubtedly reduce anxiety and foster trust from their staff. The tables have turned leaving employees firmly in the driving seat within the employment sector. One of the benefits of working remotely is that employees increasingly have the freedom to work from wherever they want in the world, so relationships with colleagues (and their leaders) will be more important than ever, in deciding whether they stay with the company they work at or leave.
It could be easy for leadership teams to assume that by bringing people back to the office, relationships will be strengthened, and employees will feel a greater connection to the organisation. However, there is a delicate balance to maintain between encouraging connection and allowing people the flexibility they have been used to and now expect. Consulting, listening without making assumptions and enabling flexibility around working policies appears to be the key, as well as continuing to strengthen relationships with their team members.
Furthermore, communicating the message that anxiety is normal following a pandemic needs to be an integrated part of leaders’ team briefings. Investing in education around stress management for all members of organisations is vital to avoid eventual burnout.
Take a listen to our podcast episode with Anna Pinkerton about burnout in the workplace
Leadership development training and coaching needs to focus on how to lead in times of continuing uncertainty. In uncertain times, planning with pragmatic optimism can reap huge benefits. Research has shown that leaders who accept uncertainty, seek out possibilities, plan for all scenarios (including the worst outcomes) help and show teams how to be more resilient, engaged, agile and innovative as well as almost certainly enjoying greater work satisfaction.
How leadership development training can add value:
Organisations can benefit from leadership development training and coaching that addresses the complexities of 2022! Developing a more resilient, optimistic and pragmatic style of leadership is a great place to start. This period of uncertainty brings great opportunities to leaders to develop their leadership skills and take it to the next level, to focus on employees as the most important resource in their business and ultimately prepare their organisation for whatever the future brings.
Embracing the new “weird” is the way forward.
If you would like to talk about how Ann Collins could support you or your organisation, please go to www.anncollinscoaching.com and book a call.
If you enjoyed this article, you may also enjoy this podcast episode: The Secret to Wellbeing and High Performing Teams