by Andy Holt
In the past few weeks the debate on ‘back to work’ (BTO), has heated up. Battle lines have been drawn and everyone is getting a little hot. Some big names are pushing for the return of employees, including Asda and Amazon. Barclays, Boots Santander, Santander and even Manchester United.
Disgruntled employees are causing problems in the public sector. T Land Registry employees are on strike with over 60% opposing the return call and Met employees refuse to comply.
Both sides have valid arguments. Sugar and Rose, who have publicly criticized the popular model of working from home, are not helping matters with their confrontational language. The pro-home working camp is guilty of overstating the benefits, and conveniently ignoring the fact that our workplaces are hollowed out in the name of flexibility.
What do employees make of it all and what are the implications for internal communications and HR who must navigate this minefield of information?
We still feel like we need a direct, mature conversation with our employees. Businesses grappled quickly with the new work structure post-Covid and made assumptions on both sides. It’s important to restart the conversation with employees regarding the pros and cons the new workplace.
In order to make a hybrid argument or a full return, you need to explain the values and vision that drive your business. You also need the working practices of the business and what it expects from you. This allows employees to be involved in the decision-making process and help the business find the best path forward.
Ton deaf orders from above are rarely effective. It is always better to bring people along with you if you want to develop and keep talent.
Managers must be the ones to drive the conversation, test the climate and feed back to the leadership. Leaders and managers must walk the talk. We see many companies where the managers are less present in the office than their younger staff (in their comfortable home offices). It is bad for the ‘on-the-job’ development of employees, it lowers morale, and it’s not
A good look.
The fact that some employees, especially those on the frontline, have not seen a change in their working pattern, but their colleagues at HQ are enjoying home working, poses a challenge for business. It is possible to overcome this divisive culture by adopting fair, sensible and flexible policies that unite the workforce, rather than ignore the issue.
To drive change, you need to have a strategy for internal communication and channels that are fit for purpose. Many organisations, even though the business has moved on, have not re-evaluated their IC strategy or reviewed their channels. Many organisations are still using legacy channels that have limited reach and do not consider how employees prefer to be communicated.
We are social creatures. It’s important to have a mix of teamwork and social time to enjoy your tribe. Talking to your employees will help you identify their top priorities, and an analysis will reveal what is best for the business in terms of creativity, innovation, and productivity.
In essence, it is important to me that we listen more, talk more, and meet our people where they actually are.
Andy Holt, Principal of Engagement and Experience is at Definition.
The original HR News article Take the heat out the “back to work” issue appeared.
