Successfully Transitioning Back to the Office

I talked to Good Morning America about best practices for employers and employees navigating back to work plans. I shared my thoughts on what companies need to do for a successful transition back to the office. Thank you, Deirdre Bolton for including me in this segment!

Many organizations are accelerating the timeline to return to the office. Here are the foundational items to make sure you have in place before transitioning back:

• Get clear on the company policy and stated go-back date. Understand if they're offering fully flexible, hybrid, or full-on back in the office options.
• Start getting your personal matters in order. Make arrangements for child care, pet care, aging parents, and the personal care you want to build in like keeping up exercise routines and getting more sleep.
• If you are hybrid — establish how you'll communicate with your team and when. Decide what tools you'll leverage, what formats you'll work in, and when you'll get together virtually and in person.

What if you don't want to go back to the office?

• Have a conversation with your boss and let them know where you are.?
• Explain your why. Focus on the "why" so they can understand and hopefully lead with empathy. The stigma of working from home has lessened so there is more room to craft a winning solution.
• Make sure your valuable contributions are known. Be the person they want to hold onto. Employers would rather accommodate your asks than lose a great employee.

What if you don't get a 'yes' right away?

• Suggest a trial period of a few months.
• Check in to see how it's working for both sides.
• Be patient because you may be able to make it permanent.

What if you're concerned that you might get left out of important conversations, networking, or new opportunities if you don't go back to the office full time?

#FOMO - Fear of Missing Out - is one of the biggest concerns for employees considering a non-traditional working model. If you're the only one not in the office, will you miss out on key conversations, visibility, and opportunities? It's true that these often happen when people are in close proximity. However, with intention and commitment, there can be even more equity in a hybrid environment.?

Guard against FOMO with the inclusive communications habits we learned through the pandemic:?

• Always have a video dial-in.?
• Always set an agenda so people can come prepared.
• Send information ahead of time and action items after the meeting.
• Build in personal interactions → make sure it's not all business for every meeting.
• Set time aside to work on building and strengthening your personal board of advisors. Set up regular meetings with your manager, colleagues, mentors and sponsors.?

How can you tell if your organization is genuine about allowing for flexibility?

• There's a clearly stated policy regarding flexibility and returning to physical workspaces.
• The policy applies to everyone and doesn't have a big asterisk that flexibility is only granted by exception.
• There are designated days in the office that are inclusive. All company or department meetings happen on a predictable schedule so everyone can connect and communicate. No key meetings on days when people can't be there.
• Senior leadership isn't in the office 100% of the time. People will do what their leaders do. This is a case when ACTIONS will speak louder than WORDS.?

Companies from every sector are evaluating how to make the most seamless — and safe — transition back into the office, especially with more uncertainty ahead. I'd love to hear how you and your organization are navigating back to the office. Are you going back in the office full time? Are you moving to a hybrid or fully remote model? What's working and what have you learned?