Why your post-pandemic workplace plan needs an internal communication plan
Leaders across all sectors are moving their plans into implementation in the coming weeks and months, anticipating a post-pandemic work environment.
Organizational design and workplace experts are advising that we’re going to see a hybrid model across the country…enabling more remote work with scheduled days/weeks in the physical office.
Technology continues to improve and morph into new ways of allowing us to connect, and work together in a remote…and soon to be hybrid…environment. Human resource professionals are drafting job descriptions for new position such as Remote Work Manager, an internal role to help manage teams across platforms, and across states and countries.
I was working in the president’s office at Lehigh University in 2010 when I read Jeanne C. Meister and Karie Willyerd’s just-released book, The 2020 Workplace: How Innovative Companies Attract, Develop, and Keep Tomorrow's Employees Today. I was fascinated by their prediction of "Employers facing a challenge to recruit, develop and motivate employees of all ages and backgrounds “amid breakneck change.” They wrote that soon, five generations of employees will work together at once and by 2020, offices will be mobile to serve employees and team members stationed around the globe.
When I read Jacob Morgan’s hot-off-the-press book, The Future of Work, in 2014, I was excited to learn about the five trends shaping the future of work: new behaviors, technologies, the Millennial workforce, mobility, and globalization. He wrote about how the workforce is “opening up and becoming more collaborative.” At that time, I was leading a team of young, talented professionals who were working and traveling around the world. His trends resonated with me.
As leaders consume articles and podcasts offering advice for how to shape and design their plans to shift to a post-pandemic workplace, I encourage you to also—actually first—map out a clear and concise internal communication plan. Communicating your plans, even when they are in flux, to your team often, will set you and your leadership up for dialog about what your employees are thinking, feeling, anxious about…and will help smooth the way for your transition into your next workplace environment.