Getting back into the office

Working remotely has quickly become the new normal with many workers enjoying the change. Getting back to the office will be an exercise in understanding and flexibility.

Most people, from time to time, have wondered what it would be like working from home for weeks and months on end.

Countless workers have now found out.

Depending on personalities and home office setups, there are still a lot of workers who can’t wait to walk to the office, grab their favourite coffee and get back into the routine of being ‘at work’.  A lot of people find working from home isolating or, liked it up to a point, but are now ready to embrace the office environment again.

But people leaders will by now be aware of another group of workers who’re not so keen for a variety of reasons.

• Ahmed explains that he always loved coming into the office but in this time of COVID-19 still being in the community he is very concerned about his long commute on public transport.

• Con has an elderly relative he looks after and is concerned about coming into contact with COVID19.

• Mina is an older worker who remains potentially more at risk if she gets sick.

• Nick says he’s more productive given he can catch up on work during what used to be a 2-hour commute each way. 

The first leadership skill required, for this returning to the office phase, is flexibility. It’s important to, in alignment with the organisation’s policies, consider alternative and flexible work arrangements where it’s practical and possible.

During the Coronavirus pandemic, many organisations have been re-evaluating the way they viewed their people working from home. As a result, some hybrid of remote working and working in the office may become the next ‘new normal’. 

Challenging common assumptions about remote working aside, customer facing personnel will likely need to be in the office and this could lead to some difficult conversations.

Reassurance is a vital ingredient of supporting workers’ return to the office. Fully explaining new cleaning protocols and social distancing measures at desks and in building entry points and lifts, will give workers more confidence.

Flexibility could reduce concerns around using crowded public transport. Flexibility could include, staggered start and finish times or using another office or branch closer to home so workers could drive or walk to work.

Clarity is vital. What are the organisational policies in light of the pandemic? What are the expectations of staff and leaders? Where can workers go to ask questions and get support?

Listening is essential. A solution can be found to people’s concerns. Suspend any preconception of ‘general reluctance’ and genuinely listen to fears they may have or the flexibility they need to find any opportunities or work-arounds.

For example, it might be that Mina and Con will remain working from home until we can be more certain that their health or their family’s health is not at risk.

Ahmed may benefit from staggered hours or office location closer to home.

During this transition period it’s likely that there will be phases of people returning to the office. People’s needs may be able to be accommodated within those phases.

Your HR/People and Culture team members will be a critical resource at this time to understand the intersection of policy and flexibility available in your organisation.

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This article was produced with the help of our friends at Benestar. Be your best you.  

This article is for educational purposes only. It is not a substitute for professional medical advice and is not intended to diagnose, treat, cure, heal or prevent any disease or medical condition. We encourage you to do your own research and to discuss with a qualified healthcare practitioner the options that could work the best for your specific circumstances.

Need some return-to-work stress relief? Our free Yoga, Pilates virtual Optus Sport Fitness classes might help.  

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