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Making a Return to the Office Easy in 3 Steps

As the response to the pandemic improves, many companies have begun the decision-making on implementing a partial, perhaps full return to the office in a post-pandemic scenario. As a result, there typically tend to be two types of employee groups: those eager to return and those who aren’t. However, it’s also necessary to understand the possibility that some of the people who want to return to a shared workspace feel uncomfortable about doing so.

 

Even as the danger of the crisis has passed, the health concerns or the family or economic situations that have cascaded as a result don’t, at least not immediately. It doesn’t mean they won’t resume working, or meeting with their teams face-to-face, but it does mean that there would be a phase during which they may exhibit variability in their energy, and attention. We all do have our good and bad days. But in a business context, a prolonged period of bad days can be difficult to handle. There are four things that managers can to assist their teams in the transit back to office.

Emphasize heavily on communication

Normally, people perform better they are reliably stable; that is to say, free of frequent distractions and changes. This is more so applicable, in a post-pandemic scenario, when employees would be desiring the hard facts and reassurance about the continuity of their work.

For example, prior to an office return, managers may have to provide revised information about the new safety protocols in place, as well as their expectations about what the return would be like.  But besides sanitary protocols, employees also may be unsure of how the new organizational dynamics are, specially in cross-functioning teams.

Having a review call allows you to take an objective view on this, and even incentivizes you to be proactive with future aspects and their planning. Being objective, however, means having an aim. This accordingly means having a timeframe and a tool to enforce it with.

One such tool to help you with this case is MultiCall, a group calling app dedicated to let you call many with the ease of calling one.  MultiCall’s Call Scheduling assists in helping set up the meeting, not just in setting the date and time with the necessary team members, but in its ability to set the meeting to recur and auto-initiate the call as well.

Allow people to share their concerns

In stressful times, people can benefit from sharing their experiences with the team around them. Listening, especially active, intent listening is extremely valuable in helping people transit smoothly after disruptive events With MultiCall, it’s possible for managers to set this stage. Prior to calls, managers can set up groups that have similar issues to share. They can also use Call Monitoring and call out people one-on-one to share their concerns, suggest changes, and feel a sense of reassurance.

Facilitate interpersonal connections

It’s not abnormal to feel completely disconnected from others. After more than a year of working from home, the prolonged social distancing has created that disconnection for many people from their peers. But beyond being a personal issue of emotional health, it also translates toward one’s performance at work, since human connection is key to people’s tolerance of stress and recovery from the same.

Multiple individuals reconsidered goals and priorities during the pandemic. Studies showed 1 in 4 people considering leaving their job, and 48% displaying a preference toward a hybrid model. Interpersonal connections are central to the individual’s job perception. But of course, these connections are organic. One simply cannot force friendships!

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