A Birds Eye View of Returning to Work

David is a project manager and works with 100 colleagues at a consulting engineering firm. Three months ago he was commuting 30 miles to work from home and cursing the traffic. David enjoys his job and is well liked by staff and regularly gets a good appraisal. Being off work was quite fun but the novelty wore off after six weeks as his brain got all itchy and scratchy from being used less.

Here we are on Friday and David is due to go back to the office on Monday, to sit at his old desk, doing his old job, with his old colleagues. Should be a routine kind of thing you would think, let's ask David how he feels.

Being at home with my family has been fun, we’ve shared some great memories and done some daft games. I really miss the mental challenge of work though, playing Scrabble online or devising interesting Maths lessons for my 13 year old son isn’t quite the same though. I want to go back and do things with an end to them, with timelines and targets, to get thrill of achieving something, to know that I have helped create an iconic building - even if it is a warehouse on the M56.

Having said that, when I’m talking to you about why I’d love to go back to work I can feel my stomach doing somersaults, it feels like shifting sand. Now we’re on the topic of feelings I notice that my fists are clenched even though I don’t remember making them into fist shapes. I also notice that my heart is going faster, like when I have to run for the car park. What’s that all about? I’m actually really scared to go back to work. How can I tell my colleagues and manager that? They’ll think I’m an idiot, I feel stupid that’s for sure, on one hand I really really want to go back but on the other I don’t know if I can.

Let’s look at this from David’s manager’s perspective too. Karen has a team of 8 reporting to her and is responsible for the completion of the £25 million development on time and to satisfy the client. They were on target before lockdown in terms of time and costs, now 12 weeks has gone by with no construction taking place and suppliers pausing production so she has a big task on her hands, getting this development on track again. If it doesn’t large penalty fines could be imposed which will certainly see a dent on her bonus this year if not something worse so the focus is very much on getting on track financially.

Karen is a good manager, generally finding time to listen to her teams gripes and find a way to sort it out with a call or a look. She has an excellent track record of bringing projects in on time and on budget too. On Friday afternoon Karen sits down at home whilst her husband is playing with their kids in the garden to have a look at staff and to gauge who will need to do what.

2 are new and have only been with the company six months so she knows that these folk will need reminding of the importance of doing a little extra and achieving their goals. Karen will remind them of the great software and supplier contacts they have available to them which will make their lives easier.  3 others have had issues at home, elderly parents needing extra care, problems with partners and children so she knows that they may need a little time and some flexibility on working hours. The three others, including David are guys who have been in the company for years and are tough cookies, they never moan and always seem happy to be at work so she is sure that they will be fine with little supervision. That will be a great help as she’ll then have time to help the newbies settle in and support the 3 with home issues.

So now we have a disconnect and assumptions on both sides. Karen assumes David is fine as he always has been as far as she knows. David has never talked about his feelings or issues before and never felt the need. Now he feels really challenged but isn’t sure how to broach the subject when the project is so far behind. What does he do?

Probably David will go to work and try to put a brave face on things, because that’s what you should do right? Things do not go to plan, as David gets closer to the office door he can feel his nerves getting the better of him, until right outside he turns quickly to the street and up comes his breakfast. Seeing this Karen sends him home thinking he has a tummy upset. And so the problem compounds…

What could have happened to make things better? Karen could have checked in with how she feels about going to work, does she need to ground or resolve her own fears? If so does she have the resource to do that? 

Then once feeling calm and confident she can invite each member of staff to have a 1 2 1 video call to discuss the return to work, ask how they feel, wait, listen and hold space for the answer. Is any action or assistance needed? If so where is that help coming from?

How does the team look and feel? Is their body language positive? Do they look or sound any different to usual? What pressures do they have from home? How do they feel about returning to work? What are their hopes and fears?

For those who look or feel different or who express issues, Karen books them a session with their wellness provider. For everyone else a group session is booked a week ahead to keep their motivation going and to iron out any doubts or worries that have popped up since.

Have you got the resource to do this?

When the project is worth £25 million on the backs of 8 people it pays to ensure they are on top form.