As a leader, let’s have an honest conversation about what returning to the office looks like.

𝒀𝒆𝒔, 𝒘𝒆 𝒂𝒓𝒆 𝒔𝒕𝒊𝒍𝒍 𝒉𝒂𝒗𝒊𝒏𝒈 𝒕𝒉𝒊𝒔 𝒄𝒐𝒏𝒗𝒆𝒓𝒔𝒂𝒕𝒊𝒐𝒏.😩

Before we cross over into the new year I’d like you to ask yourself two questions:

1. Is it necessary for employees to come in every day?
2. Has WFH adversely impacted the employees’ performance and productivity?

If the answer is no, then assess why your team members need to come in.

You may discover that your desire to have everyone physically present may be your discomfort with change or a need for control.

You might also discover that some on your team eagerly want to be in the office as it provides them with structure, routine, and focus.

While for others, it may cause increased anxiety, distraction, and disorder.

𝐆𝐫𝐞𝐚𝐭 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐡𝐚𝐯𝐞 𝐚 𝐩𝐮𝐥𝐬𝐞 𝐨𝐧 𝐭𝐡𝐞𝐢𝐫 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫𝐬’ 𝐬𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐬 𝐚𝐧𝐝 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞𝐬.

This includes their well-being struggles.

The more you effectively communicate with your team members individually, the more you will be aware of what matters to them and impacts them.

Taking the time to consider and respect visible and non-visible disabilities and inequities can help create a psychologically safe environment where:

✅ Employees don’t have to hide their issues
✅ Employees trust management
✅Employees are engaged (aka decreased absenteeism and presenteeism)

As a leader, collaborate with your team to create a plan that allows each person to shine while supporting each other as it relates to a flexible work schedule.

Collectively elevate your team’s emotional intelligence so that 2023 can be a year where your employees desire to stay versus deciding to leave for a company that cares more about their well-being and work-life alignment.