Return to Office ≠ Return to Normal

Seven months.

That's how long it has been since the loss of my first mentor and biggest supporter in my career & life due to COVID. I spent many moments of the day reflecting on their influence and impact on how their guidance and advice shaped me, my career, and even my general approach to life. They were unafraid of sharing the low points of their own career and experiences, but always found a way to balance that by sharing their sense of relentless optimism and hope that the next day is a fresh start for something special to happen. They taught me to show up, be helpful, and to take care of those around you. These reflections made me think about the losses of those close to me as well as of those in my network/community and how they're faring or will fare with the upcoming return to office notices. Here are a few of those thoughts that I would like to share in an effort to show up for them...

As employers around the US prepare their workforce for their respective return to office dates, I can't help but think that something is noticeably absent from most employers' checklists. Don't get me wrong I see that the badges, authentication tokens, and other security measures are rightfully being re-validated and updated. I've heard of the beefed-up cleaning schedules for common areas as well as the enhanced social distancing guidelines being posted generously throughout facilities. I'm also happy to hear that some companies are investing real dollars into their culture and adapting new processes of hiring, onboarding, and retention. And others still have decided to embrace the change and completely shift their definition of the workplace - creating hybrid or fully-remote work models based on direct employee engagement & feedback. All good things!

But what I have not seen enough of is an acknowledgment of the impact that the last two years imprinted onto our collective psyche. Anecdotally, we know something monumental has happened and that the pandemic was the catalyst. Look no further than any story about the "Great Resignation" that has come to span entire industries over the past 18 months. For me, that is a different topic to tackle. What I'm talking about today is an understanding of the loss of life and health that many of us have experienced during this pandemic and how we ultimately heal from it. And that's not anecdotal, it's data-driven.

Around seven-in-ten U.S. adults (72%) said in an August 2021 Pew Research Center survey that they personally know someone who has been hospitalized or died from COVID-19.

Even adjusting for the survey population scale, that is a staggering number. That means we are talking about countless members of the workforce heading back to the office or job site still grieving the loss of family, friends, and coworkers. And others are grappling with the myriad financial, physical, and emotional impacts that a serious hospitalization or death in their family incurs.

In today's ever-evolving battle for talent, workplace culture and employee engagement have become pivotal selling points for businesses in their talent acquisition and retention efforts. But based on the tone of the current return to office conversations, how far does the commitment to employee well-being extend? Where does this topic land in the values affixed on the walls of the office and breakrooms? If you're a business leader or manager reading this, have you had the discussion on the tools, services, and guidelines that your teammates may need when they depart the comfort of their pandemic routine and step back into the reality of a working office? I ask you to consider these questions because, in my experience, I have found that the employee dynamics in a workplace are no longer a binary thought of 1=friend, 0=coworker. There are many more subtle shades of relationships, friendships, and partnerships that now occur when folks consistently share the same spaces. These relationships, as well as the ones they hold outside of the office, are a core ingredient to the dynamics of workplace culture.

I know it's difficult to view things from another person's perspective, but here's a quick ask: think about how those experiencing a loss feel when passing by the now-empty desk of their lunch buddy or teammate. Having the sudden reminder that they can't email their favorite rep in the billing department, the one that always had a 'Dad' joke at the ready, with their compliance question. Or even consider what it would feel like to not have your trusted friend or partner there to hear about your day on the commute home. To help soothe your mind after a stressful day or to celebrate that win you've been working toward the past 2 months. While working from home, they have the space and privacy to deal with these moments and feelings when they happen. What's the protocol when this happens at work? Where do they go or what can they do when they need that breather or moment to collect themself? These things may seem small but they are bursting with impact.

In my opinion, companies have an opportunity right now to move one meaningful step closer to reasserting their value to employees beyond a paycheck and becoming a destination worthy of that 30-minute commute. Employers and their leaders can help ease this transition for many by starting with something simple. Just think of your people and your space from the lens of today and not from 2019. Have they been impacted in some way over the past two years? Did they watch their productivity skyrocket at home because they were finally able to balance their work/life? If you don't know, ask appropriate questions and start that dialog. Create an employee task force to help identify needs and possible solutions. Put work into finding possible answers to these questions because if you haven't, then you're setting yourself up for failure. Solutions don't have to be costly or performative, just thoughtful and built with people's needs in mind. Meet your people where they are and you'll more likely than not find a common ground that meets the needs of the business and the well-being of your workforce. If you're now bought in on the idea but not sure where to start, below are a couple of links to explore to get you started (I'll add to this list as more are shared with me in the comments):

• Center for Workplace Mental Health
• Let's Talk Mental Health Works (Ep 2): Returning to the Workplace and Supporting Employee Mental Health
• Metree.io - a San Antonio mental health startup with an app built for individuals, families, and friends

I'll close with my last thought, courtesy of that same wonderful mentor I lost seven months ago that is mentioned above, my mom. Even if your company isn't asking those questions or actively working on this issue, you can still positively influence and impact the situation. Choose to show up for those that need it. Choose to lead by action and kindness from wherever you are in your company's org chart. Check in with the folks around you, especially if they seem to be struggling or in need of a break. Offer a little more patience and grace in your meetings and conversations with others. Be the kind of teammate or work friend that you would love to have on your own side. Don't be afraid to redefine what it means to be a great teammate or the standards of empathy in your office. The reality is that you have just as much ability to impact your culture and teammates as your company does. So while you might have to return to office, you absolutely don't have to return to normal. The choice is yours.

#forbeverly