Working with a Hangover

By Eddie Ross in Dallas, and Larraine Solomon in London

Nobody likes working with a hangover. Most of us have been there, and if you haven’t, congratulations on your abstinence, self control or just having a strong head. Hangovers are the remaining memories and consequences of past events. We want to move on from them to get back on a normal track. Although they are also, usually, a reminder of a good time. 

The hangover is just what’s left after the party is over, and we wouldn’t plan our next event around it. We move on to something new. 

But... in the new remote working world of work are we doing just that? Trying to maintain our corporate culture and team engagement based on what we knew, who we knew and how we did it before - in the days when we actually met people in the office? Are we trying to make do with a Hangover Culture? When in fact we need something totally new. 

Gallup has published findings which indicate that people who work remotely from their manager are 10% less likely to say that someone at work cares about them, 10% less likely to say their contributions are recognized, and 5% less likely to feel their opinions count. Even without remote working Gallup finds that typically 60% of employees already struggle to agree on what their company stands for, remote or otherwise.

What about the young leaders of tomorrow that have recently taken new jobs, joined new companies or teams - and so far have never even physically met their colleagues or bosses? Sure, we all hope Covid lockdowns will end soon, but many companies like the financial benefits of the remote working model and now see it as a permanent plan. Has anyone actually asked young people in these organizations how they are experiencing corporate culture? How they prefer to be communicated with? What would make them feel engaged? How to get the best out of them? What doesn’t work for them?

It’s probably not that great living with somebody else’s hangover.

We think it would be useful to find out more about what young employees around the world feel about remote working, corporate culture, trust and engagement. We want to understand more about how the pandemic is shaping our leaders of the future, and what the longer-term implications might be for business and society. We would like to be able to share more about what is working - for employees and businesses, and what needs attention.

We are working together to launch a research project specifically designed to give younger employees the opportunity to express their feelings, and describe their experiences. We’ll be kicking this off at an online event in the coming weeks. If you know people who are dealing with a remote start to their career, please let them know. Send us your ideas. Perhaps our project can be a small step in giving tomorrow’s leaders a voice?

We want to hear from the Remote Generation. And maybe start the process of finding a corporate culture hangover cure.

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About us

Larraine Solomon is the Managing Director of Inspiring Conversations Ltd, a UK based consultancy that helps organizations to deliver business success by making the world of work more engaging and productive for employees. She is an executive coach, business mentor, writer and a Trustee & Secretary of a UK based charity.

Eddie Ross of EPR Business International in Dallas, Texas is a certified executive coach who works with leaders around the world to define, and then achieve, their goals - enabling personal and business transformation.