While many companies choose to remain fully remote or offer flexibility, others don’t have the luxury of making this choice. They need a productive, functioning staff on-premises to survive and stay competitive.
Now that it’s been more than a year since the initial lockdown, and COVID vaccines are available to those of working age, many companies that need an on-site staff have decided that it’s time for that return to happen.
Some companies appear to be managing this better than others. One thing is clear: Businesses taking a thoughtful and compassionate approach to re-opening the office after COVID are more likely to maintain employee loyalty in good morale. That’s important amid the great resignation.
Back to Normal is a Fantasy
What was normal before COVID simply doesn’t exist anymore. That’s true from a business perspective, where we’ve seen many assumptions about the viability of remote work blown out of the water. Additionally, in the past 18 months, businesses have adopted new technologies, changed workflows, and adopted new processes.
The psyche of the workforce has changed as well. Even with the vaccine being widely available, there is still fear of transmission. Further, many workers have enjoyed a year or more of flexible schedules and greater time with family.
They may have even spent this time reconsidering their career options or developing new skills. These workers may resent being forced back into work, especially if they feel they have more to lose and not much to gain by doing so.
None of this is to say that business owners shouldn’t bring their workforce back on site. It’s just that recognizing what this means from employees’ perspectives is exceptionally important to making this transition successful.
Focus on Safety First
If you look at Maslow’s Hierarchy of Needs, safety is second only to basic survival. As you plan a compassionate return to the office, it’s important to keep safety in focus. If you are unable to meet this need, or employees get the impression that you don’t care to meet this need, nothing else you do will matter very much.
There’s no use in tiptoeing around it; the most important thing you can do to help ensure employee safety is to focus on the COVID vaccination. While sentiments are not 100% unanimous, most employees believe that workplaces should enforce a COVID vaccination mandate before returning to the office.
Ensuring that workers are vaccinated is a key first step. Then, depending on the nature of your business, you can also implement other safety measures such as alternating schedules, masking, temperature checks, and social distancing.
Whatever policies you develop to make a safer workplace, be clear about them. Ensure that everyone understands how things will work. Answer employee questions directly. They must know what is expected of them and what you have done to keep everyone safe.
Work with Employees to Overcome Roadblocks
Employees in many industries have expressed frustration and disappointment at how they’ve been treated as their employers have them return to work. Messaging from management has at times lacked empathy and has been tone-deaf.
Remember that returning to work isn’t something that is going to be easy for every worker. There are fears and emotional adjustments to be made.
Also, there are financial and logistical issues as well. For example, staffing at daycare centers isn’t always adequate, and childcare costs have gone up as well. That’s just one thing that an employee might have to navigate as you have them return to the workspace.
Be sensitive to the struggles that workers may face. Don’t make unilateral decisions that may boost profits and productivity but create morale issues. Some steps you can take to help with this transition include:
- Involving employees in the planning process
- Collecting feedback regarding how the return to work will impact workers
- Offering flexibility where it is possible
- Learning the key issues employees are facing and working with them to find solutions
You may not be able to resolve every issue your team members may struggle with to get back to work. However, it is worthwhile to understand, learn the most critical roadblocks, and then provide the support you can to get good workers back on site.
Acknowledge Mistakes and Difficulties with Empathy
Many companies had to make difficult choices over the past 18 months. You aren’t alone if you had to withhold bonuses and raises or if you had to lay off workers until things stabilized. You may have even made some missteps and misstatements regarding COVID protocols.
Whatever has happened must be addressed. If it isn’t, that will foster a culture of distrust and uncertainty going forward.
Be upfront and direct. Acknowledge mistakes. Detail how you will avoid them in the future. Thank team members for sticking with the company during difficult times.
If you weren’t able to provide bonuses or other financial rewards as planned, try to make a plan to catch those up. Workers must see an economic benefit in making this move as well.
Focus on Positives
It’s important to acknowledge the difficulties of this transition and make amends for issues that employees have faced. At the same time, there’s no need to treat returning to work as a punishment or something dreadful.
The truth is that many people have missed in-person connections with coworkers. They’ve been frustrated with navigating through extra layers of technology just to communicate and collaborate.
Show your team that they will be returning to a friendly, positive work culture. Re-think your workspaces, not just for COVID safety, but for comfort and community as well. Plan team activities and celebrations. There’s nothing wrong with creating a little fear of missing out to get the hesitant back to the office.
