Company Culture is important

I used to dread going to the office on Mondays, and I often found myself explaining to my line manager and peers why I didn’t enjoy spending the day there. Before I delve into the reasons, let me describe our office setup:

1.?????? There was no designated work area for us.

2.?????? During COVID, we were classified as hybrid work-from-home employees. However, other brands with the same portfolio were allowed to work from home and only come to the office for scheduled meetings.

3.?????? We were the only team required to work from the office on Mondays.

4.?????? The conference rooms were extremely cold, and all the managers at our level worked in the same room, leaving no privacy for conversations with direct reports.

5.?????? Commuting to the office on a Monday took nearly two hours, leading to a day of unproductivity followed by another two hours stuck in traffic.

As a result of these working conditions:

1.?????? I disliked working in a space that lacked privacy.

2.?????? I felt that my line manager did not trust me.

3.?????? My peers, including my line manager, often fell ill due to the temperature in the conference room.

4.?????? I felt unproductive and unable to deliver at the level expected on Mondays, spending more time in traffic than working.

5.?????? The environment we worked in felt more like a conference room than a proper office space.

What I would have expected from my line manager includes:

• First and foremost, a strong trust relationship.
• I believe that during the COVID guidelines, my line manager should have established which work environment suited each of her eight subordinates best. For example, would we prefer to work from home, given that the company had equipped us with the necessary tools—such as laptops, SIM cards with data, and the ability to make calls via Cisco Jabber, along with Teams meetings for connectivity?
• My line manager could have facilitated the following:

1.?????? Confirm if we have a designating suitable work area for those working from home, complete with unlimited Wi-Fi.

2.?????? Allowing managers to work from their closest stores, which often had private office spaces conducive to completing office work without interference.

3.?????? Recognizing that some managers might be comfortable working in a conference room despite the lack of privacy.

These are the key principles of leadership that I believe my line manager needs to work on: empathy, trust, communication, and creating a sense of purpose and belonging. These elements are essential for effective leadership.

Based on the challenges outlined, here are some specific skills my line manager could focus on improving:

1.?????? Trust-Building: Developing stronger relationships with team members by demonstrating trust and support, which can enhance morale and productivity.

2.?????? Communication: Effectively communicating expectations and changes, as well as actively listening to team concerns and feedback about the work environment.

3.?????? Flexibility and Adaptability: Being open to different working arrangements that suit individual preferences, particularly in a hybrid work model.

4.?????? Empathy: Understanding and addressing the emotional and physical well-being of team members, especially regarding workspace comfort and health issues.

5.?????? Organizational Skills: Coordinating schedules and resources effectively to create a productive environment, whether in the office or remotely.

6.?????? Conflict Resolution: Navigating and resolving any conflicts that arise from differing work preferences and conditions among team members.

7.?????? Strategic Thinking: Assessing and implementing appropriate policies that support the diverse needs of the team, particularly in adapting to a hybrid work environment.

8.?????? Leadership and Mentorship: Providing guidance and support, fostering a sense of collaboration and community, and helping team members navigate their roles and responsibilities.