Call it work’s next new normal.
After more than a year of being completely remote, organizations are carefully weighing return-to-work options. But sanitation and physical safety aren’t their only considerations — rightly, HR leaders are worried about employee mental health during the transition. They’re also wary about taking back too much flexibility, as nearly 90% of workers would prefer to keep the option of working remotely at least part-time.
There are thoughtful, practical ways to address those concerns leading up to reopening. We asked HR leaders, organizational psychologists, and health experts for their advice on helping employees cope with returning to work.
1. Start a two-way dialogue.
Madina Estephan, a medical doctor and healthcare training consultant, has spent decades helping individuals and organizations navigate health challenges. Whether she’s coaching teams on nutrition, burnout, or return-to-work planning, her overarching mantra stays the same: when it comes to employee health, over-communication is key.
“Psychologically, any change is easier to accept if we discuss it before it happens,” Estephan said. She advised that HR teams communicate their plans months, not weeks, in advance of reopening. Pandemics are personal, and not everyone’s return-to-work readiness will be aligned. “Yes, one of the main obstacles is a fear of getting the disease. But there might be some other reasons for that anxiety, which are less evident,” she said.
Not sure what those reasons are? Ask. Conduct an employee survey, host a virtual all-hands meeting, or schedule smaller workshops to get at the heart of employee concerns. “You need to understand what the real obstacles are, so ask employees: ‘How do you imagine working in the office again?’ and ‘What are you afraid of, and how can we help you navigate those obstacles?” Estephan said. “Give employees an opportunity to shape those changes, and you’ll find that solutions actually exist.”
2. Support working parents.
During the first months of the pandemic, Maven research found that nearly 60% of working parents felt unsupported by their employers. As time went on, companies started investing in additional benefits like flexible scheduling, childcare stipends, and return-to-work coaching. HR leaders stressed that the need for those benefits doesn’t become less pressing just because you’re transitioning back to on-site work.
“Everyone, especially working parents, has a lot going on in their lives, and unfortunately, wellness seems to be one of the first things to get cut,” said Alison Pearson, Head of HR at Hal Waldman and Associates. She noted that even in cities where school-age children are back to onsite learning, summer breaks are just a few short months away — and release valves like daycare or summer camps are either already booked or prohibitively expensive. Employer-sponsored vouchers for babysitting services, childcare stipends, or other financial relief could help make a difference.
Mothers, in particular, shouldered a heavy load during what’s been called an economic “Shesession.” Record numbers of women have left the workforce, either through being furloughed or needing to care for children. Career reentry programs like returnships and return-to-work counseling can help bring mothers back into the workforce.
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