5 Ways to Increase Morale When You’re In Charge of An Unmotivated Team

In Gallup’s 2017 State of the Global Workplace, it was reported that only 15% of employees feel motivated and engaged at work. This lack of motivation is undoubtedly a problem for the workers themselves; however, it’s an even bigger problem for the leaders who are trying to coax high performance out of a group of people who feel psychologically disconnected from their jobs.

Some leaders might be prone to brush this problem under the rug and pretend that it doesn’t exist. Or, they might throw up their hands, complaining about “workers today,” and feel helpless to do anything about it. The reality is that organizations are implementing all sorts of new technologies and systems to streamline efficiencies, yet the people side of change is often being overlooked.

If you’re inundated with workers who have lost that passion for what they do, and wondering how to reignite their spark and increase morale, here are 5 approaches you can adopt:

1. Start with yourself

If you’ve got an unmotivated team, the logical starting point for finding a resolution is to look at what’s going on within the team, right? The truth is that yes, the core of the problem may well lie within your team itself… but what if it doesn’t? It’s natural to want to point the finger and place blame, especially when you’re striving to do things by the book, but it’s worth pausing and taking a moment to reflect upon how your team views you as a leader. Try to look at your leadership approach from your team’s perspective.

  • Do you appear passionate about your work?
  • Are you respectful and upbeat?
  • Do you nit-pick and make your team feel like they can’t do anything right?
  • Do you provide constructive feedback and praise a job well done?
  • Do you follow the company culture?
  • Do you set good examples?
  • How do people feel when they are around you?

When I first mention this to leaders that I work with, I’m often met with that look that says ‘don’t be silly, it’s not MY fault.’Still, the Prudential Pulse of the American Worker special report suggested that only less than one third of employees feel that their manager has what it takes to successfully lead a team. Frequently, there is a disconnect between how effective managers think they are leading, and how their employees perceive them.

Therefore, by taking a good, hard look at your own leadership style, you’ll be able to ensure that you’re doing everything within your power to use yourself as an instrument to boost morale. I suggest starting with a thorough leadership inventory. If you’re unsure how to do this, my book The Consummate Leader outlines the steps in the inventory process.

2. Be blunt

We can spend all day taking guesses as to why a team is feeling unmotivated. Is it the workload? The tasks they’re doing? Are they bored? Are they lacking a good role model? We can guess and guess until the cows come home, but at the end of the day we’re no closer to understanding the root of the problem. Therefore, instead of making assumptions, it’s much more productive to just ask.

Taking an interest in your employees can make them feel more valued, and feeling more valued is key to boosting motivation in more than 90% of workers, according to the American Psychological Association. Depending on the characteristics of your team and your relationship with them, you may decide to schedule 1:1 meetings to discuss problems openly, or you could decide to draft up an anonymous survey which can make workers feel more comfortable sharing their feelings. Do what works for you.

3. Reassess workloads

Stress is a frequent challenge for many of the people I coach. I’ve found that trying to keep up with the demands to do more with less can cause some people to start to resent jobs that they previously might have enjoyed.

If your team members have been working hard, without any respite, they could be suffering from burnout; a nasty condition that affects around two thirds of all workers according to a Gallup study. I’ve written quite a bit about this in a previous blog post which looks at strategies for coping with burnout and finding balance, and it’s something that I’ve seen span practically every industry, from IT to healthcare.

The problem with burnout is that is creates both physical and psychological symptoms, so it not only makes people feel negatively about their job, but actually causes them to lose motivation through the physical signs of stress, like loss of appetite and headaches. Burnout is something that can progress quickly, so catching it early is vital. Consider if your employees are being given too much to handle, and delegate tasks keeping that in mind.

4. Look at the big picture

Depending on the size of the business, a failure to see the big picture can be a major reason for feeling unmotivated at work. In smaller organizations where there’s typically a more flexible organizational structure, it can be easy for employees to see where and how they fit into the work family. In larger businesses, however, which tend to be more segmented and departmentalized, it can be hard for employees to see exactly how their input affects the core business, and this can be pretty demotivating at times.

Ask your team about their career goals, and highlight how the work they’re doing not only benefits the business but also contributes to their own personal career growth. Aligning individual tasks with the bigger picture provides a much-needed sense of progress. In her book, The Progress Principle, Harvard Business School Professor Teresa Amabile studied more than 10,000 diary entries from employees. She found that when workers felt like they were progressing and achieving, they noted feeling happier, more positive, and ultimately more motivated. Thus, by putting an emphasis on development, you might find that you’re better able to engage your team.

5. Take time for team building

One of the most important things that you can do is ensure that your employees feel that they are part of a team, and understand how instrumental they are in supporting the team structure. Team building activities are a great way to create a sense of camaraderie, and can even make work more fun, too.  Give your team more of a chance to get to know one another and build a sense of trust. Whether you choose simple activities like celebrating birthdays or enjoying a team lunch, or more involved activities like having an off-site retreat facilitated by a consultant such as myself, you can create a greater sense of goodwill amongst team members that can lead to greater motivation.

In her article with Steven Kramer in the Harvard Business Review, Theresa Amabile argued that there are two factors related to increasing morale when you’re in charge of an unmotivated team: catalysts, and nourishers. Catalysts are those things that have a direct impact on workplace productivity, like streamlining work processes or establishing role clarity. Nourishers are different. Nourishers work to promote better health and wellbeing in employees, giving them the inner tools they need to generate feelings of positivity. Team building activities are fantastic nourishers, promoting ideas of mutual respect and emotional support that can affect how people perceive their jobs.

By: Dr. Patricia Thompson

 

Source: 5 Ways to Increase Morale When You’re in Charge of an Unmotivated Team – Silver Lining Psychology

.

.

More contents:

Why Moral Leadership Matters | AOM Insights
journals.aom.org – March 20, 2020
[…] It raises an obvious question: Does morality in business matter? Unequivocally yes, according to an Academy of Management Annals article […]
36
Modern-Day Muckrakers – New Age of Muckraking: Citizen Journalist- Social Media and Internet…
bizshifts-trends.com – February 19, 2020
[…] The early 20th Century saw a huge number of reform movements, which were aimed at improving– labor, morality in business, conservation, voting rights, equality… This bygone era of investigative journalism was known a […]
1
Morality in Business– Disturbing Trend: Some Business Trying to Escape Responsibility for Their Actions…
bizshifts-trends.com – January 30, 2020
So what is morality in business ? The simplest answer is that morality is businesses’ attempt to define what is right and what i […] everyone… No system of morality is accepted as universal, and the answers to the question: What is morality in business? Differ sharply from– business to business, country to country, group to group, and time to time […] they choose and define their own actions of right and wrong or good and bad… This is a disturbing morality in business trend– many even a crisis […] In the article Morality in Business by Jeff Brewer writes: Business is people and people are the business, ultimately […]
1
Virtue Signaling Is A Cheap Investment For Goldman Sachs
http://www.zerohedge.com – January 26, 2020
[…] When push comes to shove and money is at play morality in business becomes flexible […]
3
The NBA has a fiduciary duty to step away from China –
hoopsisland.com – October 9, 2019
[…] now, how long before another micro-slight starts the next geopolitical dispute? I’m not one to put morality in business, I understand it’s just not how this world works […]
1
Business Adventures by John Brooks
booktree.ng – July 24, 2019
[…] their connections, their parallels to today, the importance of character, and the question of morality in business […]
1
30 Years On, What Can We Learn from the Creator of the World Wide Web?
http://www.topmba.com – March 12, 2019
[…] identities and ceases to be a tool for criminal activity shows the importance of ethics and morality in business […]
2
How Blind Is Hollywood to Ethics? : The enormous temptations of power, fame and greed are hard to resist and lead to some creative interpretations of ethical behavior in the movie business
http://www.latimes.com – March 9, 2019
[…] a lawyer and one of the town’s most important deal-makers, admits being frustrated by the lack of morality in business dealings […]
0
Launching a New Year of Development for Young Professionals
http://www.thepartnership.org – January 17, 2019
[…] year, we’ll be talking about everything from communication and conflict resolution to ethics and morality in business and even an event that will help attendees learn how to become leaders […]
3
EFFECTS OF COOPERATE SOCIAL RESPONSIBILITY ON PROFITABILITY OF MULTINATIONAL COMPANIES. (A CASE STUDY OF NESTLE NIGERIA PLC, AGBARA)
projects.ng – January 8, 2019
[…] social responsibility addresses the need to take cognizance of all the principle of ethics and morality in business […]
1
Soros – a messiah without morals
[…] Despite his claims that morality in business is important to him it is clear this didn’t extend to shorting sterling […]
25
CORPORATE SOCIAL RESPONSIBILITY (AN INSTRUMENT TO IMPROVING ORGANIZATIONAL IMAGE). (A CASE STUDY OF OBANLA HOTEL IGBESA)
projects.ng – December 27, 2018
[…] social responsibility addresses the need to take cognizance of all the principle of ethics and morality in business […]
1
Entrepreneurship’s Moral Minefields: A Conversation with Steve Blank | EIX.org
eiexchange.com – December 19, 2018
[…] Once you understand that, then the role of companies, regulation and morality in business makes a lot more sense […]
1
Is There A Difference Between Ethics And Morality In Business?
http://www.forbes.com – February 27, 2018
Although “ethics” and “morality” both refer to doing the right thing, there are good reasons to eschew using either one. Here’s why.
30
Objectivist Virtue Ethics in Business
http://www.quebecoislibre.org – January 3, 2018
[…]           Much of morality in business falls under the rubric of honesty […] Morality in business involves objectively recognizing and dealing with customers, employees, creditors, stockholders […]
12
Radically Jewish Business Ethics
http://www.chabad.org – December 13, 2017
[…] The classic Jewish discussions of morality in business veer considerably far away from the topics that dominate what we generally regard as the sphere o […]
26
Yeah, Let Us Get Our Morality From Tim Cook
http://www.method41.com – September 5, 2017
[…] And conflicts of morality in business arise when the morality of a customer is (usually discovered after purchase) in conflict with th […]
N/A
12 Training Film Clips – Culture, Leadership and Teams – Resources For Your Classroom
culture99.wordpress.com – June 2, 2017
[…] Directors – Pedro Almadova & Damian Szifran Training Themes; Revenge, risk taking, morality in business and relationships https://www […]
32
The Industrial Revolution Was No Coincidence | by Scott Rosenberg | NewCo Shift
medium.com – November 1, 2016
[…] of the Ford Foundation since 2013, has long been a leader against inequality and a voice for morality in business […]
N/A
Ethics lost in business. Ethical problems occur because of a… | by Sisir Vishnubhotla
medium.com – November 13, 2015
[…] Ethics highlight a test of morality. In business, ethics are imposed on you and there is minor punishment if one crosses the line […]
N/A
Rapid Prototyping Diversity. I spent years fighting for the… | by Y-vonne Hutchinson
medium.com – November 9, 2015
[…] The Business Case In my experience, appeals to morality in business are rarely immediately effective […] Moreover, appeals to morality in business also increase the likelihood that decision-makers will view the requested action as one of charity, […]
85
Committed. My generation has a thing with… | by Brian J. Hertzog | Brian Hertzog
medium.com – November 6, 2015
[…] So I’ve been asking myself lately: is it worth it? The Inverse Relationship Of Morality In business, you must provide value to your customers before earning their trust and money […]
N/A
Ethical business, successful relationships… | by Norman Peires | Norman Peires’ Life and Business
medium.com – July 5, 2015
[…] I think you have to start with ethics and morality in business and then get to practicality […]
N/A

Getting Your Team Ready for the Hybrid Office

Getting Your Team Ready for the Hybrid Office

In all the years I’ve been a remote- advocate, there’s one thing I’ve consistently noticed when talking to remote workers: They almost never want to go back to the office. Recent studies have also shown that only 12% of employees are willing to work full-time from an office in the future.

Though it comes with its own challenges, it’s clear that implementing a workplace will be essential. It also requires a solid plan for getting your team on board before you decide to go back to the office, even if just for a couple of days per week.

Here are five ways of preparing your team for the switch.

Related: How to Support Your Returning Workforce

1. Provide guarantees for a safe work environment

Physical safety and stable mental are the chief priorities for most employees. Health hazards represent the primary difference between the office as we once knew it and the future of the workplace. So going back to the office naturally raises concerns.

But employees are well aware of these issues by now. Many of them were seriously concerned even before 2020 whenever the flu season was around the corner. A line can be drawn between a top employer who acknowledges employees as the company’s number-one asset and one whose priorities are elsewhere.

Put together a realistic plan to tackle in-office health, including:

  • Rethinking office paths.
  • Adding more space between desks.
  • Periodically running health check-ups on your staff.
  • Implementinging a strict room-booking system to prevent overcrowding.
  • Having people come into the office at different times of day.
  • Keeping routine meetings via video calls.

Present this plan to your employees before you ask them to return to the office so they can be aware of the new changes and suggest potential improvements.

2. Place the individual at the center of your business

Remote work has been challenging enough in the pandemic. In a hybrid setting, these obstacles will only accumulate. Within a hybrid workplace, every individual is likely to struggle with making the schedule work for them. As work keeps switching between the office and their screens at home, they might lose focus and .

This can put a halt on their professional-development goals, leaving them feeling like they haven’t achieved everything they wanted at the end of the year. Giving everyone the freedom to craft a schedule that suits their needs can prove a first good step to take in this regard.

Similarly, the issue of loneliness when working from home will persist for people who still haven’t adapted. Imposing a strict policy as to when people should come to the office won’t work for everyone. The few people who are feeling constricted or find it hard to focus at home will be better off with flexible choices that let them work from the office with their colleagues, even if just on a rotational basis.

To find all hidden problems, talk to your team — to every single person. Anonymous employee-feedback surveys or polls are appropriate approaches to receive the details of sensitive issues they wouldn’t want to otherwise disclose.

3. Ask employees for feedback before making any change

The pre-remote-work era was largely dependent on leadership decisions. Employee feedback was something not all organizations took seriously. Even when they did, surveys were sent too rarely. But working remotely highlighted the importance of listening to employees and meeting their demands. In turn, managers have gained relevant insights into how they could improve employee satisfaction, simply by talking to the people in their company.

Making a change within the hybrid office can always have a severely negative impact. Get everyone to come into the office and you might end up with half of your team sick. Force them to show up at strict office hours and you’ll lose them as they leave for more understanding employers.

Before you decide on anything, discuss it with everyone. Schedules, work processes, tools, concerns, team collaboration and independent wishes are all aspects to bring up before returning to your office.

4. Paving the way for new restrictions

Regardless of how strong your hybrid-workplace plans are, new restrictions are bound to appear, so don’t rely only on your office for specific project tasks. Make sure that everything you’re planning to handle in the office can be done at home too. Prepare a list of policies or guidelines, and don’t ditch a tool that might turn out to be your best on-project communication pathway.

Keep your team culture in mind at this point. Have a list of team-building activities your employees can bond over using video calls in case of a new lockdown. This is also the perfect time to tap into a global talent pool and start hiring non-locally. Bonus points for diversity right so you can benefit from fresh talent and new cultures.

Related: 17 Major Companies That Have Announced Employees Can Work Remotely Long Term

5. Prioritize transparency and trust

Keep everyone in the loop. Have a document anyone can access to see your roadmap to the hybrid office. Be fully honest when it comes to not being able to do something. If you can’t promise everyone will enjoy using a new collaboration app, let them know. The same goes for any time you need to reduce costs or prepare for a low-sales season.

8Nearly 90% of employees expect CEOs to speak out publicly regarding any new societal or local issues. Displaying trust and interest in keeping your employees safe gives them the mental security they need to worry less about what’s to come. Transparency is the keyword to hold on to as you’re preparing your team to join a hybrid workplace. Forget that, and you’re bound to see a sudden drop in your employee retention rates.

Alexandra Cote

 

By: Alexandra Cote/ Entrepreneur Leadership Network VIP

 

Source: Getting Your Team Ready for the Hybrid Office

.

.

More Contents:

Plugging the gaps: 2021 corporate IT security predictions. A role-based approach to overcoming next year’s challenges | Kaspersky official blog
[…] home trend is here to stay, with employees supporting the move away from traditional offices to a hybrid office/home model Transition to a service model enables required levels of IT and IT security with lowe […]
N/A
Workplace Innovation Series: Devorah Rosner
http://www.density.io – February 27
[…] those efforts Biggest challenges thus far and planning for the future ones Thoughts about a new, hybrid office model
0
How to Work From Home | Remote Working Tips | Remote Work Guide
http://www.wrike.com – February 27
[…] As organizations move increasingly toward remote work and hybrid office arrangements, many of us have found ourselves working remotely for the first time […]
N/A
Getting Your Team Ready for the Hybrid Office
TRENDS Getting Your Team Ready for the Hybrid Office The future of is a mix of working from home and showing up for meetings and strategic projects […] Making a change within the hybrid office can always have a severely negative impact […] Have a document anyone can access to see your roadmap to the hybrid office […]
N/A
The Magazine – HBR
hbr.org – February 26
[…] Save Share Designing the Hybrid Office WORKSPACES MAGAZINE ARTICLE Anne-Laure FayardJohn WeeksMahwesh Khan From workplace to “cultur […]
0
The Tech Beat Goes On – The Six Five Webcast
futurumresearch.com – February 26
[…] taken advantage of COVID because they were so focused on the office itself, as opposed to the hybrid office […]
N/A
During 2021, Net Absorption Of Office Spaces To Remain Stable At 20 Mn Sq Feet : Colliers
realtynxt.com – February 26
[…] Pragmatic migration towards a hybrid office portfolio should gain momentum amongst the occupier community […]
4
DESIGNERLEADERS: DAVID SHIRLEY | designerati I Magazine, Kitchen, Bathroom, Design, Architecture
designerati.co.uk – February 26
[…] As more employers offer more employees the choice of working from home, or in a hybrid office, or both – it might just be that this radical shift will be a ‘saving grace’ for the industry, a […]
0
Moving beyond remote: Workplace transformation in the wake of Covid-19
slack.com – February 26
[…] The intent of this report is to more deeply understand what makes remote work (or even hybrid office-remote work) successful so that organizations can deliver the broader transformation that’s s […] Most workers prefer a hybrid office-home model The work-from-home experiment has given many former office workers the opportunity t […]
N/A
Agile Real Estate Infographic – 2021 Asia Pacific Flexible Office Market Overview
http://www.cbre.com – February 26
[…] space will remain under pressure in the near term, the more prominent role of flexible space in the hybrid office; the emergence of capital light deal structures for operators; increased landlord participation […]
N/A
There is such a thing as too much freedom
[…] With the hybrid office set to become the norm, now — and not later — is the time to think about what meaningfu […]
5
Designing the Hybrid Office
hbr.org – February 26
[…] As a result, employees will increasingly be working in what we call the hybrid office—moving between a home work space and a traditional office building […]
4
Senior Marketing Manager – Paid Stories at Wattpad
startup.jobs – February 25
[…] Leave Top-up $200/month Transit and Home Office Allowance, choice of hardware, flexible hours, hybrid office and remote work options Corporate discount for gym membership for you and your family Downtow […]
0
Pure Storage: Strong Fiscal Year Finish Despite Pandemic’s Ups And Downs
http://www.crn.com – February 25
[…] “We believe that the hybrid office model will deliver the best combination of individual and team productivity and allow us t […]
N/A
Friday Faves – What We’re Reading This Week
rippleffectgroup.com – February 25
[…] Whether hybrid, office-based or distributed (remote, WFH), employee expectations from their workplaces and their employers […]
1
How to Identify Value in Commercial Real Estate w/ Ian Formigle
[…] And the reason for that is that in the new hybrid office, you’re going to have to repurpose at least 50% of that space, if not more, to accommodate you […] So now adjusting for the new hybrid office build out, we’re probably now looking at about 150 to 175 square feet per employee to retrofit that […]
N/A
Net Absorption Of Office Space To Remain Stable At 20 Million Square Feet In 2021: Colliers
[…] Pragmatic migration towards a hybrid office portfolio should gain momentum amongst the occupier community,” said Bhupindra Singh, Managin […]
1
IT Services Assessment
info.restech.net – February 25
[…] proper maintenance and proactive support? With the new normal of employees working remotely and the hybrid office,  it’s important to assess your business technology […]
1
Human Resources Coordinator (NYC/Wash, DC)
ngotenders.net – February 25
[…] management strategies Exceptional interpersonal and communication skills to support teams in a hybrid, office/remote work environment Flexibility to effectively support globally-distributed Team Members i […]
0
Scientific Director
[…] Main office hubs in Cheshire and Oxfordshire with hybrid office / home working available […]
0
Collections Officer | Sharon Bennie
[…] Full Time Salary: 60000 to 76650 Exciting Innovator to Real Estate $65K + Super | Monday – Friday Hybrid Office / WFH model East of the CBD The Client: Our client is one of the most exciting / fast-growin […]
0
BSI announces partnership with Edgescan
http://www.techcentral.ie – February 24
[…] non-EU countries → Majority of organisations lack a robust identity access management strategy for hybrid office, says BSI →
N/A
Start With Why
chicagobarfoundation.org – February 24
[…] ” For these reasons, a hybrid office model that gives people more flexible options to work remotely for at least part of the time ye […]
1
Housing Becomes Fluid Part 1 – Tower
tower.substack.com – February 24
[…] What happens when a meaningful proportion of the best talent wants a remote or hybrid office experience, and that talent pool is dispersed across the country rather than concentrated in 3- […]
N/A
Hungarian government increase SME green investments support up to EUR 140m –
dailynewshungary.com – February 24
[…] Read also The secret to success will be the hybrid office model – the new ‘normal’ Source: MTI
1
UCaaS key to hybrid workplace technology when offices reopen
searchunifiedcommunications.techtarget.com – February 24
[…] Successfully adopting UCaaS for the hybrid office requires ensuring adequate network performance and high-quality user experiences […]
N/A
Dynamic occupancy management for the hybrid workplace
http://www.us.jll.com – February 24
[…] The digital elements we’re integrating to enable effective occupancy management and planning in hybrid office environments How GoSpace AI fits into our broader occupancy management ecosystem Share: Fill ou […]
N/A
GR8 People
http://www.gr8people.com – February 24
[…] In the hybrid office model, as defined by PwC in a recent report summarizing employer and employee perspectives o […]
N/A
4 Ways to Cultivate Company Culture in the New Hybrid Office Environment
http://www.propmodo.com – February 24
The office will always be an important piece of who a company is and as workers disperse to remote locations, company culture needs to evolve, too.
3
Q LTD Newsletter
email.qltd.com – February 24
[…] We are exploring new spaces as we anticipate the new normal and hybrid office concept […]
0
Get Reworked Podcast: Herman Miller’s Ryan Anderson on the Future of Office Design After COVID
http://www.reworked.co – February 24
[…] It seems like there’s a little bit of this consensus coming around that there’s going to be this hybrid office environment where we’re still going to be going into the office for some things, but a lot of th […]
1
Masks, distancing top COVID testing to keep businesses open
[…] Read more: Workplace flexibility and hybrid office options are in high demand among employees “We continue to take the necessary proactive steps t […]
1
Startup survey shows hybrid office/remote work model set to continue | The Times of Israel
Even as coronavirus vaccinations are being rolled out, only 14.3% of OurCrowd’s portfolio companies see employees working solely in the workplace by July 1…
2
Technology as a Service is more important than ever
http://www.intralan.co.uk – February 23
[…] and thriving, and as time goes on, it’s a strategy that will serve them well as they embrace the hybrid-office models of the future […]
0
Phone Interview Tips & Questions for 2021 | Upwork
http://www.upwork.com – February 23
[…] full-time work in the office be required? Will full-time remote work be available? Will there be a hybrid office/remote work option? Ask job candidates if they are willing to work in an office again if you expect […]
N/A
News – Hybrid office assistance model: How to implement it in your law firm? – The Impact Lawyers
theimpactlawyers.com – February 23
At the onset of the pandemic, thousands and thousands of companies were forced to organise full remote working for their employees.Many of them even considered no longer implement…
1
Workspace Studio: The new open office is more airy, multifunctional, with acoustic cabins and seating areas
business-review.eu – February 23
[…] The current offices are adapted to a hybrid office-remote work system […] carried out several dozen office design and redesign projects for organizations that have adopted a hybrid office-remote work model […]
N/A
IV Real Estate transforms two Bristol office buildings
http://www.alderking.com – February 23
[…] Both buildings can provide this hybrid office environment in which occupiers can thrive for the future and adapt to the new way of working […]
N/A
Join Aura at LTDX 2021 | Aura
[…] At Aura, our business model is designed around flexible working and the hybrid office […]
N/A
Is the office dead or are we just using the office building differently now?
humanresourcesonline.net – February 23
[…] places, satellite offices and the office HQ will all have to co-exist – leading to a truly hybrid office model […]
3
Wanted: Workplaces that inspire people and ideas
[…] bringing people together, as organizations become increasingly comfortable with the concept of the hybrid office […]
N/A
Why a Hybrid Office Will Increase Demand for Digital Workspaces : @VMblog
cameyo-arb.shp.so – February 22
Like most things in 2020, the unpredictability caused by COVID-19 prompted many large companies to revise their near-term plans.
0
Uncovering New Business Opportunities – Keypoint Intelligence
[…] Many businesses are hoping to return to an in-person or hybrid office environment in the future, but many employees remain at home for the time being […]
0
FREE Intranet Masterclass — Dublin | Reinvent Your Digital HQ
http://www.unily.com – February 22
[…] Learn how to build the hybrid office of the future and level up culture with a digital HQ at our FREE virtual seminar […] The intranet as a digital HQ: building the hybrid office of the future Forget the corporate cafeteria and windowed conference room […]
3
42% of local workers want hybrid office-home working options: study
sbr.com.sg – February 22
[…] HR & EDUCATION | STAFF REPORTER, SINGAPORE PUBLISHED: 22 FEB 21 VIEW(S) 42% of local workers want hybrid office-home working options: study Meanwhile, 14% wish to work from home all the time […]
1
Growth accelerates for Twin Cities cybersecurity businesses – StarTribune.com
[…] found that few want to permanently abandon the office and most companies are anticipating more hybrid office-home accommodations for workers […]
N/A
The Hybrid Office is the Future of Work
blog.proactivetalent.com – February 20
[…] worker the new normal? It turns out that a third option would emerge as the final answer – the hybrid office, where workers continue telecommuting […] The hybrid office/WFH model was mostly appreciated by younger workers […] You can view the Tedx Talk where he presented his research here: I agree that the hybrid office model is likely what will become the new normal […]
2
[Bookmark] After the Crisis, People Will Return to Renewed Cities
japan-forward.com – February 20
[…] from Japan have to say about the next frontier of urban design?  Fujimoto speaks of the need for hybrid office-homes that have multi-functional uses with regards to work and daily lifestyle […]
8
Recruiting Brief
[…] ClearCompany 207 Tribe TV: The Future of Work is the Hybrid Office Proactive Talent FEBRUARY 23, 2021 When will we return to the office? Will we ever return to th […] As the pros and cons are weighed, one solution is trending – the hybrid office […]
0
Why Workforce Personas are Key to Reopening Offices – WWT
http://www.wwt.com – February 20
[…]   Planning your hybrid-office business strategy Reopening and returning to the office is a marathon, not a sprint […]
0
Workplace Innovation Series: Peter Van Emburgh
http://www.density.io – February 20
[…] those efforts Biggest challenges thus far and planning for the future ones Thoughts about a new, hybrid office model ‍ ‍
N/A
Three Reasons to Switch to Conference Room as a Service
[…] In a climate where remote and hybrid office environments are becoming much more common, this is a key functionality […]
0
McKinsey Report: COVID-19 to supercharge adoption of AI
[…] declared that the 9 to 5 working day is dead and organizations across the globe are exploring hybrid office models, whereby employees have the freedom to work remotely but also travel into an office […]
1
FREE Intranet Masterclass — Kansas City, MO | Reinvent Your Digital HQ
http://www.unily.com – February 19
[…] Learn how to build the hybrid office of the future and level up culture with a digital HQ at our FREE virtual seminar […] The intranet as a digital HQ: building the hybrid office of the future Forget the corporate cafeteria and windowed conference room […]
1
[Opinion] The Workplace Is not Dead, Long Live the Hybrid Office
emag.archiexpo.com – February 19
The health crisis has shaken our relationship with the workspace and the traditional definition of the “office” has become obsolete. In this article, Céline Fraquelli, Sales Manager at Framery’s headquarters in France analyzes the new priorities to be integrated into the design of tomorrow’s…
N/A
A consolidated recap of COVID-19 resources for facilities management: part two
[…] discusses what facility managers need to consider to prepare for a successful transition to this hybrid office and the tools to make the process most effective […]
N/A
Pandemic exposes CX, process gaps worldwide
http://www.itweb.co.za – February 19
[…] “Now that organisations are planning to maintain a hybrid office-home work model in a post-pandemic environment, it has become clear that those process gaps have to […] notes that new research indicates that 65% of global CX leader

4 Ways Companies Can Use Data To Shape Workplace Reopening Plans

Covid-19 forced organizations to rethink the future of physical workspaces. Everything from desk layouts to conference rooms to communal areas needs to be approached with a new lens of employee health and safety. Data plays a critical role in how leaders structure their reopening plans, identify metrics for reopening and measure effectiveness.

Some countries are already reopening offices as the rest of the world watches and learns. One of the biggest lessons from the Asia Pacific region so far, as Gartner suggests, is the importance of “transparency” and “iteration.” As Hernan Asorey, chief data officer at Salesforce explained, “We are always assessing the data we have available to make decisions. For every evolving need, we pragmatically look at what exists from trusted sources, we vet it with experts in the field, and then we assess, augment, learn and adapt.”

Since organizations are faced with entirely new challenges—all dependent on a variety of factors including office location, workspace type and workforce size—leaders need data to inform a flexible approach to planning, informed by data. 

There are four areas where data can inform your reopening strategy:

  1. Creating a COVID-19 task force
  2. Tracking regional policies
  3. Informing workspace planning
  4. Analyzing employee survey data

These areas represent a starting point and not an exhaustive list. Since all of these details vary based on your organization, this piece should be used for informational purposes only. 

 Create a COVID-19 task force, backed by data

Reopening is a cross-functional effort. Organizations are instituting centralized, assigned Covid-19 task forces—made up of a variety of people with a diverse set of skills and perspectives—to manage details like workplace logistics and employee communications. This group should represent your workforce as a whole.

“At Tableau, we’re bringing together a variety of stakeholders into workplace conversations,” said Debbie Smith, senior manager of workplace at Tableau. “We have perspectives—and data—from all aspects of the company, from security to HR to real estate to marketing to procurement. We’re also bringing in outside experts to inform details like capacity planning and air filtration.”

All of these stakeholders work with different data points to inform their perspectives. For example, health and safety teams might monitor regional policy data, procurement might use data to inform any new equipment purchases, like panels between desks, and IT might work with workplace teams to determine how to replace existing equipment like phones or headsets.

Creating a dedicated team is a foundational step in a reopening strategy, because data is useful only when people can provide context and take action.

Track regional policy data to inform reopening

Reopening strategies are largely dependent on local policies. In addition to these policies, organizations are also faced with a long list of guidance from the Occupational Safety and Health Administration (OSHA), the Centers for Disease Control and Prevention (CDC), the Environmental Protection Agency (EPA) and more.

Organizations are exploring centralized dashboards to track changing policies and to inform key indicators to determine when it is safe to reopen offices. SC&H Group’s data analytics team, for example, created a sample dashboard that shows what this could look like for a company in the United States. The dashboard highlights legislation on a state-by-state basis alongside a map showing number of cases.

uncaptioned

Sample dashboard from managing consulting group, SC&H Group that displays local policy data alongside regional case data. Interact with the full visualization.

Christopher Adolph, associate professor of political science and adjunct associate professor of statistics at the University of Washington, is curating and maintaining a data set on state policies related to Covid-19 from open source data. He encourages data and analytics leaders to take a focused approach when visualizing local policy data. That might mean considering other visualization types beyond maps to focus on specific, regional metrics that show the impact of Covid-19.

“If I were an organization,” shares Adolph, “I would structure a visualization to show what’s happening in each location associated with my business, with filters that allow stakeholders to sort through stringency of policies, trends in mobility and trends in cases. I would want to see a time series of how policies change over time as cases increase or decrease in a region.”

Data analytics and geospatial services firm Lovelytics created a dashboard template combining Covid-19 case data from the Tableau Covid-19 Data Hub with sample HR data, providing a breakdown of at-risk employees by building, age group and location. Although this example was originally developed for companies looking to stabilize in a crisis, these types of dashboards could also become a single source of truth in the event of another wave of the virus after reopening.

uncaptioned

Tableau partner, Lovelytics, created a COVID-19 and human resources dashboard solution to analyze risk by location. Interact with the full visualization.

Inform workspace planning, including desk layouts and density

Some of the most complex challenges that employers face in the wake of Covvid-19 are related to workspace layouts. Many organizations have adopted open office concepts, making it difficult to enforce six-feet guidance between employees. They’re also evaluating the use of shared spaces like kitchens, bathrooms and elevators along with high-end air filtration systems to reduce the spread of infectious droplets. One way that employers can start to make sense of all of these logistical decisions is through data.

Some key data points that employers are collecting (or considering collecting) around space utilization are:

  • Physical distance (between desks and in shared spaces)
  • De-densification (removing furniture in communal spaces like kitchens and conference rooms)
  • Air movement and ventilation
  • Pinch points like elevators and bathrooms

These new challenges are leading organizations to take a new approach to workplace metrics. Salesforce, for example, is analyzing data to model staggered arrival times so they can effectively manage elevator capacity. Salesforce is also partnering with Siemens on key solutions for a “touchless office,” where organizations can manage occupancy and location data to augment their contact tracing process (on an opt-in basis).

Global commercial real estate services firm Cushman & Wakefield noted in its Recovery Readiness guide that organizations may want to “invest in operational building technologies that enhance the integration, visibility, and control of building and workplace systems” (like occupancy sensors or air quality monitoring capabilities). The company also piloted a new office layout in Amsterdam deemed “The 6-Feet Office,” using large circles and visual cues to enforce a six-foot separation between employees.

uncaptioned

An example dashboard from Tableau Zen Master Ken Flerlage. Note that this is intended to be an example and not a template. There are a variety of factors in workplace planning that organizations need to consider beyond the six-feet guideline. Interact with the full visualization.

Recently, Tableau Zen Master Ken Flerlage explored what an office space visualization could look like, drawing six-feet circles around each desk. If a desk area doesn’t follow the six-foot perimeter, then the circle turns red and indicates that the company needs to rethink the layout of that office area. In Flerlage’s blog post about the visualization, Amanda Makulec, data visualization lead at Excella and Bridget Cogley, senior consultant at Teknion, explain that this template is a good starting point for people as they rethink office seating arrangements, but that there needs to be additional thinking around the complexities of how people move in an office setting.

To account for these complexities, some companies are hiring external experts to help set these parameters and inform logistics planning. All of these concepts will require additional iteration and flexibility as organizations put them into practice.

Whether or not they can physically return to work, organizations also need to think about employee needs. Are employees comfortable returning to work—and if so, in what capacity? Some employees need to stay home with kids as schools remain closed, others may have compromised immune systems, and some may just be more comfortable working from home until a vaccine is available to the public.

Some companies, including Tableau, are gauging employees’ concerns through regular surveys. They’ll ask questions about general well-being, like how they’re adapting to work-from-home and how the company can support them. Companies in the logistical planning stages might ask questions about whether or not employees are comfortable returning to work to determine reopening schedules.

uncaptioned

An example dashboard from the Tableau people analytics team showing results of a COVID-19 work-from-home survey (this dashboard contains sample data). Interact with the full visualization.

With this data at their fingertips, organizations can analyze:

  • Mental health benchmarks
  • Employee feedback to inform reopening schedule
  • Employee needs like office equipment or childcare support services

Once offices reopen, companies could join this survey data with utilization data to understand how many employees are actually coming into the office on a regular basis. This can help inform whether or not employees are comfortable with new working conditions. 

Analyzing the results of these surveys can help organizations develop important metrics around how the pandemic is affecting their employee base and help them determine how to take action.

Tableau

Tableau

From connection through collaboration, Tableau is the most powerful, secure, and flexible end-to-end analytics platform for your data. Elevate people with the power of data. Designed for the individual, but scaled for the enterprise, Tableau is the only business intelligence platform that turns your data into insights that drive action.

.

.

%d bloggers like this: