TRUST IS A MUST – Employees have to trust that leaders will have their best interests in mind when developing new office policies. How do you protect an employee’s health privacy if everyone is lined up to enter a building through a temperature check, and the person in front of you has to turn around and leave while dozens of employees are lined up behind that person? Am l (especially managers in places like Intelligence Community secure facilities) well versed enough in managing a distributed workforce to get employees to deliver in the same way they did when everyone was under the same roof? Will evaluations and performance reviews take on a new honesty when they are based more on deliverables than of office interpersonal dynamics? To quote Jules Winnfield “Personality goes a long way” and employees will have different challenges in the dog-eat-dog virtual world. Temperature checks each time an employee enters a facilityĪll of these aspects of a safe workspace will come with complications and (not infrequently) consternation.Gloves and Masks for all people on company property.In order to make workers, customers, and managers feel safe, protocols for reopening may very well include How employees feel about their work and their leaders will impact an organization’s bottom line in a way that has never been seen before. Would you like me to stop asking questions that have no easy answers?Īs a colleague shared with me earlier this week, with COVID-19, feelings become fiscal.Are there enough masks and gloves for the 157 million people employed in the United States?.Will organizations require that their employees and visitors wear masks and gloves?.The back-and-forth between leaders and employees about work schedules, locations, and needs has be can be seen as a game… COVID-19 is a game changer. How do you avoid working longer when work is happening at the kitchen table all day long? What is the criteria for taking a phone call or Zoom meeting on occasion outside office hours? This is a tangible challenge of working smarter, not just harder. Meanwhile, employees are seeing the challenges of working remotely, with many expressing they are working more while working from home. Going back to normal (of February 2020 and earlier) may be a delusional pursuit. What is more, business leaders are catching on to the reality that the current normal may be the new normal. Now, what was difficult to face has become necessary to accept. Unsurprisingly, in today’s workplace, high-volume, high-stress industries that have struggled with adapting to working outside of a traditional office and they are fighting to find the right way ahead. Leaders struggled with extending trust towards their workforce who were communicating a desire and ability to work from home while increasing productivity and morale. Pre-COVID-19, there were longstanding debates about the efficacy of work/life balance and remote work options. With the death toll of COVID-19 rising and no sign of a cure, people are not shy to ask these questions. These real questions and feelings are in the atmosphere. “What increased measures will be put into place to guarantee my safety?” “Is it safe to leave my house, let alone go to work?” The position of the sides in a game has changed.Īnd as business leaders contemplate or actualize return to work protocols, we may be experiencing the ultimate “Olly, Olly, Oxen Free” of our lifetimes.Ĭoming Out Into the Open Without Losing the Game.Players who were hiding could come out into the open without losing the game.When the games were over, someone would call “Olly, Olly, Oxen Free”. Tag, hide and go seek, and king of the hill were some of the simplest games that allowed us to have good clean fun. Olly, Olly, Oxen Free – The Return to WorkĪs a kid (Trish) growing up in Colorado, outdoor play was a part of every fair-weather day. Culture, Contagion, and COVID - HOW we return to work matters more than WHEN we Martinelli and Armstrong
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