“How do I know how much work my employees are doing?”
 
“Why doesn’t my manager care about my needs?”

Many organizations find themselves in conversations about returning to the office that are fraught or contentious. Some have already implemented a model following the disruptive period of the pandemic and are now dealing with the consequences of their choices. Others are still grappling with these decisions and contemplating how their policies should evolve.

These conversations often devolve into the physical location where employees should be working. However, there is a more productive and enlightening discussion to be had—one that focuses on productivity and shedding light on leaders’ blind spots and fears. All executives and managers should strive to create a policy that suits their organization’s needs, rather than prioritizing their own preferences.

In this episode of Quick Clarity, Angie D’Sa and Jeff Hunter dive into the topic of returning to the office and finding the right balance between working remotely or in person. Continue below for a full transcript of this episode, and join us as we explore: 

When to Start with You:

• Leaders must address their own fears with a coach or trusted partner to effectively navigate and understand the drivers behind their decisions.
• Conversations that focus on delivering value to customers and the community, while acknowledging personal confusion and blind spots, will lead to better decision-making.

Why the Right Goal Is Important:

• Prioritizing presence over productivity will hinder the achievement of your goals and ultimately create a fragile organization.
• Productivity is about delivering the most value to customers and the community. Shifting the focus from physical presence to discussing how and where people can do their best work will yield better outcomes toward your goals.

How to Increase Productivity:

• Design systems that incentivize and reward outcomes instead of measuring employee presence.
• Recognize that productivity is influenced by psychological factors, not skills.
• Learn to identify early indicators of employee confusion and proactively address them.
• Recognize that productivity is a manager's responsibility and invest in their development.