As It Was

As it was. The pandemic has caused many to work from home, resulting in the loss of intangible benefits of office life such as face-to-face meetings, mentorship, innovation, culture, and inclusion. People miss being together and sharing in office life, but some also appreciate the flexibility and reduced commute from working from home.

There is a tension between employers and employees as to the return to the office, with some missing the social aspects of work and others feeling more productive at home. The loss of intangibles has a range of subtle but important consequences. For example, mentorship and feedback are better delivered in person and people miss sharing moments of camaraderie.

Teams and individuals have different preferences and requirements, making it challenging for leadership to design a plan that is mutually beneficial. The loss of intangibles also affects the output and performance of employees, making it difficult for managers to understand their needs and support them. Leadership must take a fresh approach to address the tension between employers and employees and to make the return to the office a success.

A plan must consider the different preferences and requirements of teams and individuals and must focus on capturing the intangible benefits of office life. This will ensure a positive impact on output and performance and help to create a culture that is inclusive, supportive, and fulfilling..