Is the return to power the solution to The Great Resignation?

The COVID-19 pandemic has fundamentally changed the way we work forever. Australians have learned to adapt and work from home, and now workplaces must change over time to inspire teams to collaborate and return to the office once again.

As parts of the country begin to open up, many workers face burnout and burnout, with a talk of “The Great Resignation” flooding the media. Workplaces must now think about how they can evolve to create a space where employees want to be, a space that emphasizes well-being and social activities.

Our research of over 9,000 employees revealed that successful workplaces must promote leadership and culture, agility and technology, well-being and performance. Therefore, companies should not focus on The Great Resignation, but rather on how they can optimize the well-being and performance experience of their employees to retain their staff.

To encourage employees to return to the office, companies should ask themselves “what can we offer our employees that they don’t have at home?” “. The workplace is now much more than a physical place, it is a hub of social and collaborative activities that allow staff to feel “heard” and “seen” within their team. Creating an environment that does this can boost productivity, morale, and a sense of connectedness – all key ingredients of a successful business.

Using our insights and experience, we’ve crafted our top tips for businesses when they invite their employees back to the office:

Ask yourself why do we want people to come back to the office?

Determine if there are some genuine and meaningful reasons why you want employees to return to the office, such as better collaboration or team brainstorming, increased social connection, and increased engagement.

Our research tells us that 80% of people will want to work from their desks about three days a week. This means that the post-pandemic workplace will be less about ‘command and control’ and more about creating an empowering and social work experience for individuals.

Social and wellness activities will be essential in getting your employees back to the workplace, this could include team lunches, birthday celebrations, work anniversaries and cultural culinary days. Likewise, in-person wellness sessions are effective ways to boost morale and create a sense of connection.

Our experience has shown that it is only when people physically return to the office to see their colleagues face to face and reconnect with the corporate culture that they realize what they have missed.

What does our office provide and how do we support our employees?

From home, office and client spaces, how will you ensure that your business brings together the right people at the right time? We have found that the best way to help people design their own work experience is to ask them.

However, we do know that staff in many organizations are ‘surveyed’, so creating engaging and interactive workshops can help capture team sentiment.

In addition, we have identified that people want to come to the office to collaborate and socialize with their colleagues rather than doing targeted work, which can be done at home. It may mean planning your space to create a more shared, social, and collaborative environment.

What does our leadership look like?

Leadership is about understanding people’s needs, and when it comes to managing the return to the office, you can do that through engaging workshops where employees feel heard.

The new style of leadership in the post-pandemic workplace will be about getting the right hybrid mix, allowing employees to create their work experience. As many of us have learned throughout 2021, you won’t get the perfect hybrid mix right away, so there is an opportunity for everyone in the organization to learn from each other. .

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