Organizations are facing a new dilemma when it comes to creating return-to-work policies. In the midst of what has been dubbed the “Great Recession” or the “Great Resignation,” companies are legitimately interested in balancing their organizational needs without losing employees in the process. this progress.
According to Harvard Business Review contributor, Sue Bingham, in addition to setting realistic expectations, focusing on policies that enhance culture can be of great help in retaining your workforce. Friend. “Companies that empower the entire employee life experience — providing flexibility, building deeper employer-employee relationships, and creating shared purpose — help employees feel happier.”
It is therefore essential that leaders consider the specifics of what employees value and what really makes a difference when it comes to workplace culture. Here are some tips to keep in mind.
Prioritize psychological safety
To be fair, steady supply is in short supply these days. Last year, the New York Times reported that Americans are suffering record levels of mental distress. It’s a feeling made in 2021. Remember that going back to office life can be an overwhelming experience for exhausted and exhausted workers; That means clear, empathetic communication is more important than ever.
At my internet company, we have created policies that prioritize mental health, and we also announce these regularly. This seems to us to be doing what we can to eliminate stress by setting realistic expectations for the workload and also recognizing what could slip if necessary.
Jon Christiansen writes: “Employees who do not feel psychologically secure are more likely to make mistakes and less likely to take risks, engage in healthy conflicts, or thrive in their role. surname. Harvard Business Review. “In contrast, team members who feel psychologically secure are more productive, creative, and enjoy a sense of belonging.”
An Ipsos survey in partnership with the World Economic Forum looked at 12,500 employed people in 29 countries and found that the majority wanted flexible working to become the norm. Considering the growing need of childcare or caring for aging parents, it can be seen that people are making this their top priority.
“Employers must prepare for a ‘next normal,’” Harvard Business School faculty member, Joseph B. Fuller. “Employees are unlikely to be happy to return to a workplace motivated by the ‘old agreement’, in which employers set standard rules of employment and acceptable workforce.”
“They will not only expect the right to determine the adequacy of safety measures in the workplace,” he added, “but also expect employers to consider their individual circumstances, as care.”
To prevent job change, leaders need to discover the barriers their workers are facing and learn to offer more flexibility when designing future work arrangements. Giving people plenty of time to arrange childcare and respite care is just one example of making the transition back to work smoother.
Establish an ongoing process and dialogue
Working policies should not be a one-way street. Continuous employee feedback is important to ensure you stay up to date on what your team values…
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