THE OFFICE. A NEW NARRATIVE

There is a great opportunity right now for senior leaders across organisations to think about how they can shape the future of office culture. For the better.

While the shift to the “new normal” post-lockdown inevitably varies, one pain point remains consistent across all industries and sectors: Do we all need to go back to the office? The reasons for not returning to the office are well documented. Many people, especially women, have felt a lot safer at home. Remote working has increased productivity. There are opportunities to be more flexible, especially for those with family responsibilities. Commuting anxiety has dropped.

On the flip side, there is fatigue from videoconferencing for meetings and interviews. Staff feeling isolated. More meetings and digital presenteeism. Longer hours. Lack of trust. Promotion gaps.

Many staff are still working remotely. From home or otherwise. Some leaders are taking this as an opportunity to launch a charm offensive - offering onsite employee experiences like yoga and therapy sessions. In stark contrast, others seem desperate to cling to the old ways - see the latest grumblings from Cabinet Minister Jacob Rees-Mogg. And yet there is scope for a more nuanced conversation here.

Working together in an office can bring a renewed sense of community. Across various groups, including faith groups, youth groups, sports teams, and so many more, the physicality of being together brings a sense of bonding and culture. Even more so as we cagily adapt to life after lockdown. While digital communication is great, it doesn’t always produce the best results. So we must acknowledge that there is an opportunity for both ways of working to exist. The real benefit of flexible working is being able to adapt to whatever fits the purpose on a particular day or for a specific project.

Returning to the office, be it a couple of days or a whole week, is an opportunity to rebuild a sense of trust in the leadership. Not a bribe. Not a guilt trip on the cost of empty offices. Not even the lure of free food and drink. But rather a sense to say, “let’s start this again, from scratch, with new rules and ways of working”

I am coaching a few clients on how they can patiently go about rebuilding that narrative and seeing what truly works for them without throwing the baby out with the bathwater.

I am curious as to what works or doesn’t work for others.

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PERFORMANCE REVIEWS AND MANAGING UP

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THE BITCH AND THE BASTARD