C-Suite Blind Spot – Back to the On-site Workplace – Trust & its Effect on Corporate Culture

Blind Spot

Over the past few months, large corporations such as AbbVie, L’Oréal, JP Morgan, and others have announced major back to work efforts. Similarly, organizations like Johnson &Johnson, Novartis, Bank of America and Kylie Cosmetics are reporting a phased or voluntary return to work approach. Although many media and consulting companies seem to anticipate wide acceptance and more permanent implementation of the remote workforce, many corporations are pushing for a return to their corporate on-site workplace environments. Many manufacturing, non-tech and service-oriented corporations are not fully embracing the remote workforce concept. One of the key reasons being the possible negative effects on corporate culture.

Concerns regarding how a majority remote workforce can negatively affect corporate culture is valid. Can a return to work policy that lacks clarity or clearly defined steps for implementation in itself cause damage the corporate culture? As employees return to on-site work how can the C-Suite ensure that connections are recreated? How do teams begin the process of reintegration to getting back to the way things were?

Illumination

As corporations recall their workforce back to the on-site premises with no prior experience to rely on, unanticipated challenges are surfacing. Recent articles published regarding “employee return to the on-site workplace efforts” by CNBC raises the point that many employees have expressed fear and anxiety about returning to work.

The Business Insider, CNN Business, the BBC, Edelman, among others have also pointed to the fact that employees have expressed mistrust about return to work plans, have safety and wellness concerns, some feel pressure that their employment is dependent on their returning to on-site work. These perceptions in part explain why a majority of employees favor the work from home model. However, it’s a model that does not appear to be sustainable over the long-term for many corporations.

As C-Suites guide and implement back to work efforts they should be careful to ensure that these efforts do not damage the corporate cultures but rather strengthen it. Executives seeking to strengthen corporate cultures should:

· Obtain Board buy-in for a realistic long-term actionable plan

· Ensure consistency through all management ranks

· Consider appointing a C-suite executive as a point of accountability for smooth implementation

· Promote engagement, encourage employee input and feedback throughout the process

Many of my accomplishments have been win or lose situations. For me, second place was not an option. My key to success was to assemble a diverse team of specialized individuals who were experts in their fields. Together, we were able to develop strategies that helped me to identity, address and eliminate my “blind spots”. When winning or losing are the only two choices, choose to win.