Closing the Chasm on RTO
Maryanne Spatola, SPHR, PCC
Author The Office is Dead, Now What? | Executive Coach | Talent Strategist | Optimizing business performance at the intersection of strategy and talent.
The CDC announcement this week of relaxed COVID restrictions for fully vaccinated people has exacerbated the chasm between perspectives of the employee and executives.
RTO strategies will test the organizational fortitude of leaders, especially those in the C-Suite, to resist the temptation to recapture what has been irrevocably changed – the modern workplace and the modern workforce.
What’s surfacing among my clients is a chasm between what employees want and need (remote work flexibility) and what many C-suite leaders are demanding (everyone back to the office).
Foreshadowing of a “Great Resignation” is hitting the media from many resources Bloomberg Interview, Robert Half survey, and EY Global Survey.
“More than half (54%) of employees surveyed from around the world would consider leaving their job post-COVID-19 pandemic if they are not afforded some form of flexibility in where and when they work.”
Here’s the chasm. CEO reports from Fortune, and PwC Global Survey indicate “By July, 75% of executives anticipate at least half of the office workforce will be back on-site.”
Add this HBR article A CEO’s Guide to Planning a Return to the Office to the mix. Five steps are outlined including the use of delay tactics, playing it close to the vest, and valuing managers perspective over employees.
This one struck me though …
“Third, don’t put too much stock in data gleaned from employee surveys. Many companies have asked workers how many days (if any) they want to spend in the office post-pandemic. Some HR departments treat these surveys as gospel”.
I'm hopeful this emerging hybrid model will emerge so we can take the lessons from this pandemic and create a better workplace.
What do you think going on here and how do we close the chasm?
Maryanne Spatola, SPHR, PCC - the algo gremlins at LinkedIn resurfaced this post of yours. Ironically I was reading some on the MIT Sloan School of Management website talking about the CAARE model for leadership in remote situations. There were certainly some juicy bits outlined. Find it here if you've not already read it - https://sloanreview.mit.edu/article/leadership-strategies-for-the-hybrid-workforce/
Coach | Father | Entrepreneur
3 年Love this! Thanks for sharing!
Organizational Development and Change Management Professional
3 年Such an important topic Maryanne Spatola, SPHR, PCC. Understandably so, politicians and business leaders want to get people back to the office in order to boost their local economies and drive revenue. But business as usual is not the only solution for every part of the business. This is an opportunity for business leaders to demonstrate leadership by surveying and/or listening to their employees and stakeholders in order to find a middle ground. Different solutions for different parts of the business rather than one size fits all.
CEO, Leadership & Executive Coach at BigBlueGumball. TEDx speaker. Author of “VisuaLeadership.” MG 100 Coaches.
3 年Definitely an interesting and complex dilemma, Maryanne!! I'll be writing about this issue in my upcoming post entitled, "Are You Ready For the 'September Shuffle'?" To be continued!
Fractional CHRO / CPO | CEO HR Soul Consulting | Speaker | On a "crazy" mission to change the world one workplace at a time
3 年Very important conversation Maryanne Spatola, SPHR, PCC