To Work Remotely or Not to Work Remotely?
In my work, I have coached many people about return-to-work anxiety. Many are struggling with anxiety as they prepare to return to their offices for the first time in over a year. But there are many things to take into consideration when it comes to returning to the office.
What is the Status of the NYC Workplace?
First off, to get a sense of how many folks have returned to the office, let’s have a look at the city that never sleeps. According to an article published on November 10, 2021, by The Partnership for New York City, 28% of Manhattan office workers are in the office on an average weekday with only 8% in the office five days a week, while 54% remain fully remote. Employers expect that 49% of workers will be in the office on an average weekday by January 30, 2022, with 57% in the office at least three days a week while 21% remain fully remote.
Then on December 14th, DeBlasio rolled out his plan requiring private-sector workers in NYC to receive at least one dose of the vaccine starting on December 27th and as proof of the second dose within 45 days for Moderna or Pfizer recipients according to Fox Business. The mandate applies to those who work in person as well as those who interact with the public for their business. He then declared that businesses also “may not allow any unvaccinated worker to come to their workplace”. He stated the reason for this was because every time they put a mandate in place, it was the decisive factor in a lot of people taking action because people tend to make the decision when it’s the moment of truth.
Vaccine Exceptions
There are exceptions to the vaccine which include a sincerely held religious belief and a medical exception. You can learn more about both in my recent interview with employment attorney Alix Rubin.
What Can Leaders do to Help Their People?
There are quite a few ideas worth exploring when it comes to helping employees assimilate back into the physical workplace. Of course, there are the basics as recommended by the CDC which includes masking, physical distancing, and enhanced cleaning and disinfecting of workplaces. I have spoken to leaders in organizations who aren’t leaving safety solely up to their cleaning personnel. They are grabbing the disinfectant and spraying down surfaces as well to ensure a safe environment for their people. CDC guidance also includes increased ventilation and air filtration and having lights that operate on sensors and installing hands-free, arm-pull, or foot-operated door openers. Additionally, restricting the number of people by setting capacity limits for workstations and common areas and repositioning furniture in gathering places allows for physical distancing. Rotating employees that come into the facility or work remotely to avoid exceeding maximum capacity is another option.
Companies can also focus on genuinely giving staff a good reason to come back to the office. Most employees have created home offices that reflect their unique work styles. Incentives to return to the office might include standing workstations, lunches, or meditation rooms. Not forcing employees to return entirely and giving them a choice to come in on certain days a week or scheduling time around projects could provide a much more collaborative win-win outcome. Leaders can still regain opportunities to reinforce company culture and maximize team productivity without having the employee feel as if they are sacrificing the freedom and flexibility that they have appreciated during the pandemic. Many believe that returning to the office will help renew and build a strong company culture. This requires culture-building activities such as organizing regular coffee hours with a senior leader.
Communication Will Be Key
Finally, given the ever-changing world of COVID-19, enhancing two-way communication is also important. Keeping staff abreast of updates and creating a forum for them to provide feedback will make a big difference and could alleviate unnecessary anxiety. Having your thumb on the pulse of how things are working in the eyes of staff will go a long way. Asking for feedback routinely in a survey or a town hall forum can also afford the organization to make timely adjustments as well.
Remember that you + me = a better world. So, please share!
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On Work Place Mental Health — www.careforyourpeople.com
