Post-pandemic Workplace Challenges
Today for the first time in two years, I was able to use an entrance to my office that has been closed off since the beginning of the pandemic. This news filled me with excitement, not just because I can now use the entrance that is much closer to my office but also because of a return to something that was.
Workplaces are starting to open up again and we will return to our offices and navigate the next phase of the pandemic between a hybrid workplace model and a full return. On our path to heal from the trauma of the pandemic, it is important to be prepared for conflict, tension, and the effects of the pandemic spilling over into the workplace. These issues can be around disagreements about COVID precautions, the organizational and job-role changes that have happened (including some workers being hybrid and some not), and the massive change in daily routines that many workers will experience. These issues will predictably result in some degree of tension and disagreements in any workplace.
It is important for leaders to be aware and create preemptive plans to meet these challenges as they show up. The best conflict management plan is a proactive one.
We have created a list of what to look out for in this new ‘post-pandemic-intensity’ era.
1. Recognize that there will be an increase in tension, disagreements & conflict
We have already seen a drastic increase in conflict in some workplaces during the pandemic. This trend is likely to continue for some time as we heal and slowly begin our recovery process. It is important to consider a trauma-informed approach to workplace recovery. Be aware and mindful of your employee’s emotional and psychological well-being. Be proactive in reaching out to them, setting up extra check-in times, ways of providing extra support. Don’t forget even a bit of extra support can go a
2. Hybridity creates segregation among team members
Photo by Chris Montgomery on Unsplash
If you are in a hybrid workplace, be mindful of the separation that this model creates between members of the same team: those who can choose to stay at home due to the nature of their responsibilities and those who must be present in the office to do their tasks.
With inflation on the rise, workers who have to travel to their workplace will see a more significant rise to their commute costs. Although the same workers might have done this during the height of the pandemic as a form of sacrifice, this lack of choice will now be seen more and more as a form of inequality where one worker will de facto get a salary raise and the other a pay-cut. This can lead to resentments towards other team members and feelings of exclusion and unfairness regarding their workplace community. All of these will impact the employee and team performance. It is important for leaders to recognize this, check-in with their employees who are commuting to the office, and create proactive plans to address the feelings of exclusions and unfairness that might have arisen from this hybrid workplace model.
3. Regroup your team with your pandemic hirees in mind
Be mindful that the employees who were hired during the pandemic might not have met any of their colleagues in person and might not have even seen their offices. Regular on-boarding processes were often disrupted by the pandemic. When you regroup your team, pay particular attention to the employees who were hired during the past two years and what their needs might be as they get acquainted with the office and learn more about their colleagues in person.
Photo by Ameen Fahmy on Unsplash
4. Be pro-active
Recognize that employees might be struggling not just due to changes in work pattern and space, but also with the general recovering from the pandemic.
Be vigilant for return of microaggressions.
Be curious about the needs of your employees and keep an open channel of communications.
Equip your employees with tools of having courageous conversations.
Equip your employees with tools to be able to apologize effectively and take ownership over their contributions. Read our resource on this issue here.
Check out our resource for more in depth suggestions on these issues.
