As organizations transition back to the office, leaders face unique challenges. The pandemic has reshaped work environments and expectations, and returning to the office isn’t as simple as turning on the lights and opening the doors. Employees not only adapted to remote work and the flexibility it has offered, but they changed through this transition emotionally, mentally, and psychologically. Therefore, approaching this change with empathy, understanding, and strategic action might support the leaders in enabling a smoother return. As we all know, the locations of the returning employees might look the same as before the COVID pandemic. Still, neither the location, employees, nor environment is the same anymore.
As an executive coach, I develop strategic behavioral approaches to support leaders in this change as they experience it themselves and assist their employees in doing the same.
- Understand the Root of Resistance
Resistance to returning to the office can stem from various factors, including concerns about health and safety, balanced life, and the potential loss of autonomy and flexibility. Leaders might want to communicate openly and honestly with their teams to address these concerns effectively. Conducting surveys or one-on-one meetings to understand employees’ worries and needs is the key so leaders can respond with individualized responses that might assist in building trust and calming the employees’ reactive responses. - Foster a Safe and Flexible Work Environment
Ensuring that the office environment carries emotional and physical safety measures is paramount. Following guidelines from health authorities to implement necessary safety measures, such as social distancing and sanitization, while cultivating safe spaces for employees to express their feelings and needs productively might be another supportive action. These emotional safe-to-share spaces could look different in each organization and can be determined by the leaders. - Co-Create Newly Defined Benefits of Returning to the Office
While remote work has advantages, the office environment offers unique benefits that can enhance collaboration, creativity, and company culture. Supporting the teams in defining and implementing these benefits would help establish trust and a new sense of belonging and meaning for the new work conditions. Highlight opportunities via brainstorming sessions, team-building activities, and spontaneous interactions that can drive innovation and strengthen relationships. - Provide Support and Resources
Employees may need additional support as they adjust to the return to the office. Offer resources like mental health support, coaching, and professional development opportunities. It will be helpful for leaders to account for the extra time required to be attentive to their team’s needs and provide regular check-ins to address any issues that arise, which will help them avoid burnout and depletion for their well-being. - Lead with Empathy and Flexibility
As a leader, approaching this transition sets the tone for the organization. Demonstrating empathy by acknowledging your employees’ challenges and uncertainties would contribute to emotional safety and trusting environments. Therefore, intentional attempts to be flexible and adaptable to changing circumstances become one of the key competencies of Aquarian Era Leaders. Being able to demonstrate a genuine interest in the team’s well-being and being committed to finding solutions that work for everyone. - Considering Executive Coaching and Team Coaching as Part of the Leader’s Support Structure
Executive coaching can play a pivotal role in helping leaders navigate the complexities of the return-to-office transition to support their needs for a safe space to strategize, feel heard and understood, release the emotional tension they receive from the environment, and arrive at a distant space to determine the right action. Furthermore, engaging the executive coaches with their team might further facilitate listening to the needs of their teams naturally, and determining and fulfilling the team’s needs collectively will be helpful to intentionally create a safe, productive, and creative space for the team’s success.
Additional Resources:
• Harvard Business Review by James R. Bailey and Scheherazade Rehman: “How to Overcome Return-to-Office Resistance.”
• Executive and Team Coaching Engagement Inquiry with Tijen