Covid-19 has presented numerous challenges for the ways in which we work, and whilst some struggle with the isolation, many have taken to remote work like a duck to water. After considerable amounts of time working from home over the past 2.5 years, recently we have seen an increase in plans to have employees return to their usual work locations for at least some of their work week.
This transition back is not without its challenges
The pandemic provided the chance for many employees to discover they work well from home. They thrive in a home environment with little interruption, free of the distractions of office politics and socialisation. Whilst interaction with others is generally a good thing, the need to contribute to meetings and make conversation in the hallways is an anxiety laden experience for some. I seem to be having more and more conversations with clients about the anxiety they are experiencing at the prospect of spending more time in the office.
What’s driving this? Well, it certainly isn’t just one or two factors.
Why are people struggling with a return to the office?
Employers and employees alike should be sensitive to the range of individual preferences for working arrangements and consider how to best accommodate everyone’s needs without sacrificing team effectiveness.
For some, there is comfort in not having to interact so much with colleagues. If you never had strong bonds with your team mates to start with, or tend to work independently anyway, working from home has been a blessing.
One of the biggest talking points during the pandemic has been the increased productivity experienced whilst working from home. Some caution is required here because this is a false economy – sure people are doing more work, but it isn’t that people are always producing greater outputs in the same amount of work time, many are using time that would otherwise be spent commuting to stay on top of work demands, or are generally just overworking.
Much of the stress and anxiety I am seeing about returning to work is associated with concern that employees will not be able to meet expectations once returning to a traditional work day. Commute time needs to be factored into the daily routine. Many parents have been able to juggle school pick up by taking short breaks in the afternoon– this can be a different prospect to packing up and leaving the office for the day to manage family responsibilities. With more distractions in the office, many employees will not be able to sustain the same workloads.
We also have to remember that the pandemic is still very much an active situation, and some employees will be anxious about getting sick. The pandemic has certainly raised our awareness not just of Covid-19, but also a range of other highly contagious illnesses. This heightened awareness may have resulted in some permanent shifts in the way we interact with others.
If people are concerned about returning to the office, it’s important not to make assumptions about why this might be the case. The above factors are just a few reasons that might underly this anxiety.
Strategies to help with the transition back to the office
If you are feeling stressed or anxious about going back to the office, even if just part time, consider doing some of the following things.
Speak openly with a manager or person you trust that can assist. Voice your concerns about the impact of being back in the office, what this means for your wellbeing and your job performance. If it helps, consider seeking counselling (such as through your Employee Assistance Program) to assist in working through your feelings and needs, so you can be clear about what you want to discuss with your manager.
Be flexible. Flexibility at work is two-way street, so consider what flexibility you can offer in how you are willing to work. As much as your own needs are a priority for you, some compromise may be required to ensure your team’s and organisation’s needs can be met too. If you feel strongly about working from home all of the time, and your employer is not ok with this arrangement, seek advice and support in making decisions regarding a resolution.
Make the best of opportunities to reconnect. During those times you do need to go into the office, check in with your colleagues to see how they are doing. Others may also be struggling with the return to work, whilst some may be desperate to feel connected to others after periods of isolation.
Let people know what level of contact you’re comfortable with. If you are anxious about getting sick and want to maintain a distance, let your colleagues know. So this is a shared activity, encourage your manager and team to implement some signals to each other so everyone feels comfortable. A lot of workplaces and events are now using a traffic light system – green means you are happy for hugs and handshakes, yellow suggests elbow bumps are ok, and red signals you are more comfortable keeping a safe distance.
Take control of how your work is scheduled. As much as possible, think about the tasks you do when in the office and how you schedule them. If you can continue to work from home some of the time, be intentional about leaving work that requires concentration and no interruptions for home. If you are having to work in the office more than you would like, consider ways to make the best of this situation and be open with others about what you need to feel comfortable and productive, such as blocking out blocks of time for focused work and letting others know.
Tips for employers
There are a lot of things that leaders and employers can focus on to assist as well. Here are a few suggestions:
Fairness and equity - ensure everyone has equal access to opportunities to work from home, to get the resources and support they need regardless of where they are working from, and to be treated fairly regardless of their work preferences.
Flexibility - be as flexible as possible, and if operational requirements are such that employees cannot work as flexibly as they would like, provide them with a clear rationale for this decision.
Team cohesion and communication - facilitate effective team communication. Get employees involved in establishing communication practices that work for everyone, and ensure everyone feels included and experiences a sense of belonging, regardless of where they are working from.
Seek feedback - ensure you provide a range of ways for employees to offer feedback about how they would prefer to work. If employees are feeling anxious, there may already be a sense of lowered safety in speaking up, so create anonymous feedback channels through things like surveys. This feedback will help to make informed decisions about how to achieve the best system of work to meet everyone’s needs.
Reach out for help
If you would like more information or to discuss how we can support you with these issues in your own life or in your organisation, please get in contact with us.
We have a range of services that can assist - whether working one-on-one in counselling and coaching to put personal strategies in place to manage work and home life, or with organisations to help leaders better manage remote teams and support employees.
Further reading
Australian Psychological Society. Covid-19: Returning to the Office. https://psychology.org.au/for-the-public/psychology-topics/covid-19-australians/covid-19-returning-to-the-office
Coleman, C., & Ricker, D. (2022). 10 considerations for transitioning back to work in a post-COVID-19 world. Gensler, March 21. https://www.gensler.com/blog/10-considerations-for-transitioning-back-to-work-in-a-post
Fair Work Ombudsman. Coronavirus and Australian Workplace Laws. https://coronavirus.fairwork.gov.au/
Sah, S. (2021). What to do about “back to the office” jitters. Harvard Business Review, October 26. https://hbr.org/2021/10/what-to-do-about-back-to-the-office-jitters
Sweet, J. (2021). The stress-free way to go back to the office after COVID. Verywell Mind, April 29. https://www.verywellmind.com/going-back-to-the-office-after-the-pandemic-5180873
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