As countries across the world have attempted to re-open during the coronavirus pandemic, questions have emerged around just how happy many of us are to return to the office. Nowhere have such concerns been so vividly expressed as in the education sector, where teachers have widely opposed a return to business as usual over fears around safety.
Such concerns are not confined to the education sector, however. Research from the University of Houston highlights similar reticence in the energy sector, with 70% of workers stating that they would prefer to continue working remotely. Indeed, around 20% of those quizzed said they would prefer to take unpaid leave than be forced to return to the office in the next month, with a further 5% saying they would consider quitting if they were forced to return to the office.
“Workers who expected good sanitation and cleaning protocols as well as solid supplies of masks, sanitizer and supervisors who they feel are committed to eliminating workplace transmission of COVID-19 felt more comfortable,” the researchers say.
This concern was especially high among workers living in multi-generation households or who had the kind of underlying health issues that have been identified as placing people at particular risk from the virus.
An uncomfortable return
Similar findings emerged from a pan-industry survey conducted by workplace software company Citrix, which found that 64% of workers would feel uncomfortable returning to the office and would likely remain so for some time to come.
The survey revealed a number of key interventions workers would like to see, including the mandatory wearing of face masks and gloves, a regular supply of hand sanitizer, and health checks provided to employees on a fortnightly basis.
“A lot of companies previously viewed remote work as a short-term fix to the COVID-19 pandemic, but many are now realizing it will need to be part of their long-term strategies,” Donna Kimmell, Chief People Officer at Citrix told me. “Employees who are currently working from home are concerned about returning to the office and the impact it may have on them and their families. “
Providing a safe environment
Data from recruitment company TotalJobs found that over half of workers are concerned about the safety measures in place for workers upon their return, with a lack of communication on their employer’s strategy contributing to this unease.
It’s a failing that Tara Wolckenhauer, Division Vice President of Human Resources at ADP, believes could significantly undermine efforts to return to some semblance of normality.
“There will be a period of adjustment with associates as they return to the office; however, just as there was a transition to work remotely, this too is where managers and colleagues should be encouraged to step up to be there for each other during this new transition,” she told me recently. “It will be normal for associates to experience some anxiety, yet frequent communication, added patience and ability to realize and understand their needs, will help to manage these feelings. Additionally, employers will need to offer different support mechanisms to ensure continued engagement even as associates are at the office.”
Wolckenhauer also believes that there will be an inevitable process of reconstructing how work is done. The lockdown has forced organizations to change their work processes to ensure that the most important processes can be continued remotely. In many instances, this has been a simple transplantation that imitates how things were done in the office, but for other processes, a rethink was required.
“The COVID-19 pandemic has changed the way we work, and will work, moving forward,” Wolckenhauer says. “Transitioning back to the workplace will require new steps on how employees will navigate the workplace, from a physical perspective and associates will learn to work in a new environment, which will operate and look very different to what they experienced pre-COVID-19.”
Location agnostic
We are also likely to see a growing agnosticism about location, especially in terms of attracting the best talent. The competition for talent has been increasingly fierce over the past few years, and the challenges of relocating to cities such as London and New York have become greater as a result of rising costs and tougher immigration policies. That these urban areas have been contagion hotspots during the pandemic will only go to further weaken their allure.
All of this is likely to increase instances of work going to where people are rather than requesting people go to where the work is. Digital nomad’ism has been steadily on the rise over the past few years, and this, along with the contingent nature of this global workforce, is likely to prove highly attractive to employers at a time of increased uncertainty.
For those who are still going into an office, it’s likely that our previous notions of what an office will look and feel like will change. With more work done remotely, our physical workplaces might shift to focus more on the kind of work that can’t be done virtually.
“In order to return to work, employers will need to remain compliant with the CDC and WHO standards and ensure the “why” and “how” are communicated to associates,” Wolckenhauer says. “Additionally, new forms and ways to meet in person and as a team will need to be established; however, there will certainly be opportunity for creative solutions that meet the proper guidelines.”
The coming weeks will see experimentation as employers bring people back into the workplace. Now is the time to work with employees to make sure that they are both productive and safe. I’ve written previously about the importance of taking a humane approach to leadership during these challenging times, and trust is vital if employees are to return to work willingly and productively. Now is a time in which engagement can be built that will last a lifetime. Don’t blow it.
