4 strategies for a successful return to the office for your team

Table of contents

• Video
• Introduction
• Strategy #1: Put people first
• Strategy #2: Love your team
• Strategy #3: Reconnect the team through an activity
• Strategy #4: Readjust your collaboration agreements
• Conclusion

Here's the interactive workshop for this article:

Introduction

More than a year after the start of this pandemic, we're finally feeling a wave of hope. A combination of the first heatwaves, vaccinations and a drop in the number of cases leads us to believe that, by the end of the summer, many team leaders will be thinking about returning to the office. But getting back to work won't be all about disinfectant and barrier measures. It will require a healthy dose of humanity and love.

The pandemic has radically changed the way we see the world of work, and team leaders will need to adjust to this new reality. First and foremost, almost two-thirds of the global workforce (64%) say they have been professionally impacted by COVID-19. Some workers have lost their jobs, been temporarily laid off, while others have taken a pay cut. This impact is even greater in the personal sphere, where three quarters (75%) of workers say they have had to make changes to their living conditions, such as where they live or the layout of their home.¹

Despite these upheavals in the world of work, workers' optimism persists, even if it is slightly down. In January 2020, looking ahead to the next 5 years, 86% of workers said they were optimistic, compared with 92% before the start of the pandemic.² This drop of just 6 points is surprising, given the uncertainty that still hangs over us. This can be explained, among other things, by the positive impact of COVID on schedule flexibility. We need only think of those who have set up rituals enabling them to optimize the time dedicated to their work and to their personal and family life.

While there are many advantages to telecommuting, particularly for employees, this model also has many limitations: disengagement of certain individuals, decline of corporate culture, lack of collaboration, etc. Yes, technology can help, but nothing can replace good old-fashioned face-to-face meetings. Yes, technology can help, but nothing can replace good old-fashioned face-to-face meetings.

Humans thrive on relationships, and no matter what your organization's telecommuting policy, there will be a "return". Maybe it'll be 2-3 days a week in the hybrid version, but we'll finally have a chance to get together.

To ease the transition back to the office and increase the commitment of your troops, here are four strategies we suggest.

Strategy #1: Put people first

These days, when we talk about returning to work, a lot of attention is put into policies and procedures. We make detailed plans for the installation of Plexiglas, frequent cleaning of workspaces, restrictions on shared areas such as the cafeteria or toilets, and so on. Some people will need to be reassured, and ensuring the health of our teams will have to be our top priority.

However, we must not fall into the trap of policies and procedures. The lasting success of our organizations depends on the commitment of our employees. The #1 factor that dictates employee engagement is the attention you give them. As a team leader, through all the policies I put in place, am I forgetting to pay attention to my employees?

Here are a few ideas for putting people first when you return to the office:

1. Create a survey to understand their reality. The first step could be to carry out a team diagnosis using a survey to take the team's pulse. The survey will enable you to adjust your focus and better understand what the team has experienced emotionally since the start of the pandemic. This will enable you to adapt your message as a leader.

2. Prepare your first communications. Ease uncertainty and fears by acknowledging the impact of the pandemic on your team. Be sure to write your message through the eyes of your employees and address their concerns first and foremost. Remember that 75% of people have been affected by the pandemic. Be empathetic by using phrases like "you may be feeling..." or "many have shared with me...". Don't hesitate to share what you personally experienced during the pandemic, as you too have probably had a more difficult time. This will reinforce the message that you've all been in the same boat since the very beginning.

3. Forget sleepy e-mails. Forget formal email communications and opt instead for something human and engaging. Instead of sending an email back to the office, imagine a dynamic video in an inspiring location where you share your vision and intention.

4. Use "check-in" rather than "check-up". Once you've had a successful re-entry, make sure you continue to put humans first with regular "check-ins" to see how things are going. Notice the distinction between "in" and "up". The "in" indicates that you want to see how the person is doing. The "up" indicates that you want to see if that person has done what he or she had to do.

Strategy #2: Love your team

The telecommuting model clearly demonstrates its limitations in terms of recognition. For example, it's difficult to maintain relationships virtually, and there's a lack of informal moments for laughter. Returning to work will be an opportunity to show your love for your team through recognition. Yes, everyone needs recognition, because it fills the need to feel useful, i.e. to be recognized for one's talents and strengths. It also fills the need for affiliation, i.e. belonging to a group. We're talking here about a sense of belonging, which is more important than ever. In fact, according to one study, 93% of human resources managers agree that a sense of belonging has a direct impact on performance. On the other hand, only 13% of organizations say they are ready to address this trend (Tendance du capital humain Deloitte 2020). There is therefore a clear gap between need (93%) and readiness (13%).³

With this in mind, here are a few ways to recognize your team members and show them how important they are to you:

1. Quality moments. There's a quote from Maya Angelou that says "People will forget what you said, they'll forget what you did, but they'll never forget how you made them feel." Creating an unforgettable team moment is the best way to recognize your team. We have an activity idea for you in the next strategy.

2. Rewarding words. There's nothing more gratifying than being recognized by your peers in public. In fact, according to Forbes magazine, 89% of HR executives say that peer recognition is a key element in a company's success. Here are a few ideas:

   1. I'd take you on my team because...

   2. You have a super power to...

   3. I'd like to highlight your contribution to...

   4. You want more... get our game TeamTalk!

3. Services rendered. Another way to appreciate your team is to celebrate an employee's service. For example, TACT offers a special 8-week leave after 5 years of service.

4. Gifts. Consider a return gift to show your appreciation. Imagine a homecoming where each employee receives a gift box specially chosen and organized according to your team's values and culture.

5. Symbolic "high fives". Another token of appreciation is physical touch. Unfortunately, in today's environment, it's still difficult to give each other high fives or team hugs. You can still give each other symbolic high fives and create your own team code for a high five. For example, in many of our team-buildings, we use the "I love you" symbol in sign language.

Strategy #3: Reconnect the team through an activity

The pandemic will certainly have left its mark, and we'll need to sprinkle in a good dose of humanity and love. The team will need to talk about it, and the return to work will be an opportunity to define a new starting line. To make life easier for you as a team leader, Hubu shares with you his recipe for a successful return to work: 48 powerful questions to tackle as a team.

By way of example, here are a few questions that form part of our recipe:

• What was the thing I missed most about my team while teleworking?

• What's the biggest thing I've learned in the last 12 months?

• What benefit of the pandemic would I like to retain post-pandemic?

• What position do I want to occupy in my team when I return to work?

Discover our complete recipe for a "seen and heard" return to work by click here.

Strategy #4: Readjust your collaboration agreements

Collaboration agreements are your team contract or team rules. The teams that adapt best to change are those that are agile and know how to adjust their collaboration agreements naturally. With the information and data you've gathered in strategy #3, you'll be able to update your collaboration agreements.

Here's what a collaboration agreement is all about:

• A collaboration agreement is an operating rule that determines how each stakeholder wants to work together.

• A dynamic, organic agreement that changes over time.

• An agreement that needs to be revisited on a regular basis.

• An agreement that helps each stakeholder clarify their responsibilities and define how they can work together most effectively.

• An agreement that determines what mutual success looks like and increases the chances of success.

Perhaps they are not formal and written down. In this case, we're talking about informal expectations in terms of behavior and rituals. These behaviors are part of the team's culture and DNA.

Here are a few examples of collaboration agreements:

• Have the camera on and be fully present on the virtual call.

• Start virtual calls with a systematic "how are you?

• Create frequent "one-to-one" opportunities for all team members.

• Start and finish team meetings on time.

• Ask for, give and encourage feedback.

Conclusion

See the return to work as a real opportunity to stand up as a leader and make a difference for the people on your team through these strategies. Above all, don't seek perfection as a leader; on the contrary, be human and imperfect. Simply be the leader you'd like to be.

Create human experiences, engage in conversation and connect with them like never before. Seize the opportunity to define with your team a new starting line in this post-pandemic environment.

Sources

1. People at Work 2021: A Global Workforce View | ADP Research Institute

2. People at Work 2021: A Global Workforce View | ADP Research Institute

3. 2020 Global Human Capital Trends Report | Deloitte

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