The onset of the pandemic disrupted our day-to-day lives and many of us had to quickly relearn how to integrate different parts of our lives in the most seamless way possible. Now, as businesses begin to strategize their return-to-work plans, a new challenge arises for human resources professionals across various industries: return-to-work anxiety.
According to a global survey conducted by the Human Resource Executive, 100 per cent of 4,553 full-time employees in France, Germany, Britain, Australia and the United States are experiencing anxiety about returning to the office.
As businesses prepare to open their doors, one important aspect of remaining mindful is employees' well-being as they reshape their lives once again to another new normal. Anxiety is universal as many of us learn how to react to unexpected circumstances and unclear future outcomes.
Here we outline some steps employers can take into consideration when establishing their return-to-work plans:
Step 1: Consider the work environment
Telecommuting is the prevailing the model of communication during the pandemic. Many people have adapted to working everywhere, and anywhere other than the office. The flexibility and autonomy afforded to employees during the pandemic need to be on employers' minds. Although the office provides a place to socialize and exchange pleasantries, many employees have gotten used to the ability to establish their own pace within overarching deadlines.
Step 2: Be empathetic
Empathy requires thought leaders to engage with their employees more closely to understand their individual needs and make plans accordingly. Having an honest conversation with your staff is one of the best ways to maintain productivity as workers begin to reintegrate office hours into their workflow. From the Human Resource Executive, Lindsay Lagreid, senior adviser at the Limeade Institute, says the following:
'Given all that employees have experienced and endured over the past year and a half, it is not surprising that our research is showing that employees are hesitant to go back into the physical office and to let go of autonomy over their well-being'.
Step 3: Change your employees' relationship to the office
Changing an employee's relationship might require some retraining initiatives by HR. In most cases, employees seek reassurance from their employers that their health and well-being will continue to be a top priority. However, the way we interact after the pandemic will look different. Employers will organize shared spaces differently, and employee schedules and work hours will vary. So, it's important that employers re-educate their employees about what role being at the office serves.
Step 4: Communicate often & be transparent
Communication. Communication. Communication. It is imperative to maintain an open flow of dialogue from thought leaders to employees. In addition to consistency of communication, there needs to be clarity in what is being communicated to employees. Otherwise, ambiguity may lead to misunderstanding and conflicting expectations.
Step 5: Revamp your employee benefits program
To respond to the evolving needs of their employees, organizations must reconsider the role an employee benefits program plays. From increased PTO to health and wellness programs, employees need to be able to trust that their employers have their best interests at heart. This consideration avoids physical and emotional burnout and enables employees to produce the best work of their lives.