As we return to work, how ready are we for the changed environment

What’s been happening?

As a result of the lockdown and the ensuing large-scale introduction of remote working, there is a clear indication that a new work paradigm is emerging. The traditional mostly office- based arrangements being replaced by significantly different flexible working time and place arrangements. This will be a key part of the ‘new normal’.

When the lockdown descended there was no time to prepare and organisations had to bite the bullet and react swiftly. It was with heroic effort that everyone involved strove to adjust to working from home, maintain services and commitments and sustain motivation and morale under what, that for many people, were very difficult circumstances.

However, in the midst of all this turmoil, many people started looking at things in a different way. They experienced the benefits of avoiding long commutes and an enhanced work/life balance. Suddenly, for many, working from home seemed like a very attractive option…and, if they could do their jobs successfully – why not? Organisations have also had some time to reflect on the potential benefits of flexible working – cost savings and a larger talent pool to draw from, to mention just two. 

Where are we at?

At the moment, many are still struggling with the practicalities of coming out of lockdown and maintaining ‘business as usual’ as best they can while adjusting to the new situation – juggling the key elements of work, domestic and social life.  

Organisations are (or will soon have to) starting to look to the longer term and develop and implement strategies to proactively respond to the changes that need to be made. A ‘head in the sand’ approach can result in both organisations and individuals failing. The rebalancing in the economy that is currently going on is clearly going to continue for some significant time and the need to take positive action has never been more urgent. 

Inevitably this will lead to wide-reaching and comprehensive changes in all aspects of organisation - including the development of systems and processes aligned to the ‘new normal’.

What does this mean in practice?

Close scrutiny of current HR, Training & Development and OD strategies will be necessary. Innovative solutions to address the challenges and opportunities now faced will be needed.

If, as suggested above, flexible working ‘takes off’, a consequence will be the need to develop a very specific organisation culture – one whereby people who work flexibly and remotely for all or most of their time can do so with the full support and confidence of their employers.

?   From the organisation’s perspective, this requires embedding an enabling culture exemplified by high levels of trust and a genuinely supportive approach.

?   From the employee’s perspective this requires a concentrated and long-term focus on taking personal responsibility for developing and maintaining key skills for working successfully in this way.

Embedding this culture can be very challenging. To be successful, clear and coherent design and planning is needed. This is especially the case if the organisation has to transition from a more traditional approach. For example office-based, with supervision typically close at hand.

My name is Richard Breger and I have been working on this area for many years and have poured all my experience and studies into my workbook InDependence - A Skills Builder for Success in Today’s Flexible Workplaces which many people and organisations have already found invaluable!