The last 18 months have been tough for everyone due to the pandemic, new habits have been built up, including a new work-from-home routine (WFH). In some countries, with the improvement of the pandemic situation a
a gradual return to the workplace, this however generates another change and in some cases a certain anxiety that must be managed. How can a team leader deal with this latest change?
In this new transition where employees have to reshape their habits again, many have enjoyed WFH or a hybrid form of WFH and workplace presence.
In this sense an offer of flexibility is certainly appreciated in an organization.
Unfortunately, it may happen that the level of flexibility may not correspond to that required.
It is important to define (or redefine) the WFH policies in order to ensure productivity but also in compliance with the needs of all the workers involved.
Importantly, it is to leave people a space to process their suffering, these months have meant uncertainty, pain, loss (perhaps of loved ones), it is normal to have to further elaborate certain negative episodes in view of a new change.
The return to the office can show conflicting feelings in people, it is normal in re-adapting to a new routine, and the weight of the pandemic is certainly important, in this sense it may be that all members of a team can share their personal stories about this experience. , so that we can know and share those problems that have plagued us in the last 18 months.
The return to the workplace, however, also has positive sides, certain rituals, certain bonds that are strengthened (or reborn) are generally appreciated by employees, the role of a team leader is to make these dynamics better in this new transformation that is a return, with some differences, to a routine.
If you want to know more about this topic we suggest the article by HBR!