Employers need to be prepared for how things have changed since we went into lockdown last spring.
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With the Covid-19 vaccine rolling out across the country, offices are reopening and employees are returning to in-person work. What can we expect going forward and how can leaders be ready?
How can managers and company leaders prepare for offices to reopen, and what tools can they use?
As offices reopen, it is important for managers to recognize that many of their employees have experienced the conveniences of working from home for more than a year. Employee mindset has changed over that time, and teams need to embrace new tools and new hybrid work models in order to bring back company culture and collaboration.
Tools that help bring people together and grow culture remotely will be critical as businesses large and small adapt to this new environment. Employee education and skills training is one area where remote technology needs to be adopted in order to meet the same quality standards as in-person learning. Technology can combine training tools with AI-powered coaching and progress reporting to help managers. This will help replace some of what is missing from the work experience when employees are out of the office while still allowing them to experience the conveniences that come with working from home. When managers embrace new tools, managers also embrace that their employees are going to spend some of the work week at home.
Is there anything managers should do to personally adjust their leadership approach as staff returns to work?
The discussion around the concept of a hybrid work environment varies. Managers need to adjust their mindset and tour the benefits of a hybrid working environment in order to attract high quality talent and retain their existing employees.
The challenge is finding ways to accommodate employee expectations, while still offering opportunities for employees to grow and engage. If a hybrid work model is going to be the new paradigm, employers need to find ways to build company culture and make sure remote employees are part of the community. Managers should also take steps to evaluate themselves and their promotion decisions to make sure they are not subconsciously favoring their in-person employees.
It’s time to let go of the old-school managerial attitude that says if there isn’t a worker in a seat, work isn’t getting done. Time tracking tools, facial recognition and passive monitoring tools can all ensure employee productivity while allowing a necessary level of privacy to employees. As a manager, it’s important to shift from the old ways of “watching and managing” to using technology to fill in the gaps.
Do you expect a change in productivity? If so, elaborate.
There seems to be a fairly wide disparity between executives and employees as to how working from home has impacted productivity. In one study, 43% of executives indicated that their company had been forced to delay major launches, campaigns or initiatives as a result of employees working from home and collaborating virtually. Among managers who had concerns with employees working from home, 86% ranked productivity as the top concern. 40% of employees, on the other hand, said that working from home actually made them more productive.
So the question arises: Why is there such a disparity? Is it because employees just want to stay home and are trying to justify it? Do managers just want to be able to monitor their employees more closely throughout the day? Whatever the case may be, it seems widely accepted that employees expect to be able to work from home at least some of the time moving forward and