In the wake of the global pandemic, remote work has become a prevailing norm for many organisations, transforming the dynamics of teams and work-based relationships. As businesses contemplate the return to the office amidst ongoing vaccination efforts, managers are faced with the challenge of rebuilding teams that have been physically distant. This article offers valuable tips for managers navigating the complexities of transitioning back to the office after a period of remote work.
1. Embrace Hybrid Working for Seamless Transition
Recognise that a sudden return to a fully office-based environment may not be universally welcomed. Encourage a smoother transition by adopting hybrid working models, allowing employees to work both in the office and remotely. Consider designated office days for in person collaboration, fostering relationships while maintaining flexibility for focused remote work on other days.
2. Acknowledge Diverse Perspectives on Returning to the Office
Understand that employees may have varied views on returning to the office, ranging from enthusiasm to apprehension. Proactively check in with each team member to gauge their sentiments and address individual concerns. Initiating conversations about their experiences during remote work allows you to offer support tailored to their specific needs.
3. Rebuild Trust through Improved Communication
Recognise the impact of physical distance on trust within teams. Actively work on rebuilding trust by enhancing communication channels. Encourage open conversations during team meetings, facilitating social interactions as integral components of the workday. Urge team members to express thoughts explicitly, avoiding assumptions and fostering a culture of transparency.
4. Prioritise Relationship Building within the Workplace
Highlight the importance of workplace relationships by prioritising efforts to build and strengthen connections. Create opportunities for formal networking events that integrate seamlessly into the workweek. Managers should allocate time and resources for relationship-building activities, reinforcing the organisation’s commitment to fostering a cohesive and supportive work environment.
5. Proactively Facilitate Social Interactions
Facilitate social interactions within the team by incorporating informal chat sessions during meetings. Consider agenda items like ‘something interesting in my life’ to break the ice and encourage personal sharing. Invite members from other teams to attend meetings, promoting cross-team relationships, especially crucial when remote work remains prevalent.
6. Leverage Food-Centric Events to Encourage In-Person Attendance
Organise social or work-related events centred around food, providing an enticing reason for team members to gather in person. Whether it’s a shared breakfast, lunch, or a bring and-share event, these interactions, coupled with a purpose, contribute significantly to rebuilding social ties among team members.
7. Address Nuances for ‘New’ Team Members
Acknowledge the unique challenges faced by team members who joined during the remote work phase and have not met their colleagues in person. Introduce them to the workplace environment, conduct necessary assessments, and be attentive to potential issues that may arise. Be vigilant against any form of discrimination or discomfort, ensuring a supportive and inclusive atmosphere.
8. Organise Shared Training Events for Common Goals
Utilise shared training events and activities to foster a sense of common purpose within the team. Identify training needs collectively and organise sessions that contribute to team building. This collaborative approach not only enhances skills but also strengthens the bond among team members.
In navigating the post-remote work landscape, adopting a thoughtful and inclusive approach is paramount. Embracing flexibility, prioritising relationships, and actively addressing individual concerns will contribute to the successful rebuilding of teams, ensuring a resilient and cohesive work environment.