Have we met, if we’ve only ‘met’ on Zoom?

Who knew at the start of 2020 that by the end of March, our lives would have been turned upside down? But as is our nature, in general the country – if not the world – we quickly found new ways to adapt to the strange ‘lockdown’ world we were living in.  Did you know that in March 2020, the number of calls carried out in Teams grew by 1000%, and throughout the year, the Zoom app was downloaded 485 million times? That’s the difference working from home has made to the adoption and use of these platforms.

Our new virtual reality

Since the start of the pandemic, communication platforms such as Teams and Zoom have been intrinsic to us being able to carry on working and ‘meeting’, while unable to leave the house. And it’s not just been used for business. Many people’s social lives have revolved around these video platforms too. In that time, new business and personal contacts have been made. People have started new roles in new companies, and business staples such as networking, conferences and exhibitions have all moved into the virtual arena. This means there are now many cases where business and personal relationships have been formed via the screen, rather than in person.

So now there’s an interesting dichotomy – everything is starting to open up and many people have been vaccinated, so the return to in-person, rather than virtual, meetings is starting to resume. But have you actually properly met someone, if you have only met them via Zoom?

From my point of view

Personally, I have found that I have adapted to using Zoom surprisingly well. It has enabled me to keep in close contact with my clients and develop the friendships and relationships that would normally evolve from meeting in person.

In addition, early on during lockdown, I connected with an HR professionals’ networking group in Manchester. I didn’t know any of the other members when I joined, but over the following months the connections I made within that group became far more important than just an opportunity to widen my network.  I am proud to say that members within that group have become close, personal friends and confidantes.  But we’ve never met in person.

I feel confident in saying that when the time comes for us – clients or colleagues – to meet in reality, it won’t simply be ‘nice to meet you’, as our relationships have already gone beyond those niceties. Meeting in person won’t negate what has gone before. It will be an opportunity to exchange a hug and further explore the conversations we have already been having. The difference being, we’ll be in the same room, with maybe a coffee or a glass of wine.

The other side

However, I also know through conversations with colleagues and clients across many different businesses, not everyone has willingly embraced this ‘virtual reality’ phenomenon. Many people are keen to leave the screen and resume face-to-face meetings as soon as possible. Having said that, very few people can deny that these platforms have enabled business to carry on, if not as normal, then at least to enable functionality to carry out their roles. If it’s a job you can do from home, using a laptop or desktop computer, then you’re only a click away from the office. Fortunately, this has also meant, you’re only a click away from a friend too.

Maintaining morale

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The importance of maintaining a positive approach to work, even during these turbulent times, is a regular theme of our Career Evolution articles.  There are many ways you can approach this, and the right tips need to be tailored to the needs of your individual business. However, we have compiled a few of the ones we think are most important to give you a starting point.

Communicate more

People are generally more engaged when they are kept informed and understand what is happening to them and why. It also helps if you listen to their comments too.

Ideas anyone?

Morale improves when your team feels valued. Encourage, share and implement innovations and ideas. This is particularly important while so many of us are still working from home.

Celebrate success

Even during difficult times it is important to celebrate success – whether this is a new project win, completion of an existing project or the acknowledgement of an award – celebrate, even if it’s just with a coffee and a cake via Zoom!

And appreciate a job well done

Saying ‘thank you’ goes a long way towards helping with morale. Appreciation doesn’t need to cost money, it just has to be genuine.

Smile!

Smiling is contagious and is scientifically proven to have a beneficial effect on both the smiler and the smilee.

Offer flexibility

It might not always be possible to reward people financially. However, offering some flexibility in working hours might help people feel more motivated.

The right environment

Everything from the lighting to the heating, the seating and the technology all have a role to play in how someone feels about their workplace. Again, with so many workers currently in their home environment, it might just be a case if checking they have everything that they need to get the job done.

Giving something back

Many people like the opportunity to be able to give something back to the community. Encouraging your team to get involved in community projects – or fundraise for charity – builds your reputation with your staff and your local area.

Have fun…

You spend a huge percentage of your life working, so take the time to have some fun in your working day too. A short break from the daily grind will help make the team work more effectively.

The power of connections

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One thing we’ve learned in the last few months is how interconnected everything can become. From our family and friends, to our work, our shopping and our hobbies. We have managed to continue to keep in contact with these aspects of our lives, even in the remoteness of isolation. There’s something really positive about a world that allows this to happen and the fact that these connections are what make up who we are – and also help keep us sane.

Changing times

Once upon a time, people would have looked at you askance if you’d said home delivery of groceries would make a comeback. Years ago, especially in rural villages, a van would often ‘do the rounds’, selling essentials like bread and other goods from outside your own home. The rise of supermarkets put paid to those ventures. Now, the supermarkets themselves are offering home delivery. The same is true of working from home. Who would have thought that it would have been possible to have almost an entire office-based population working from home? But that’s what’s happened and we’ve all got used to it. For many though, the physical isolation has taken its toll and staying connected offers positive reminders that there is still a world outside your front door.

Wired up to the network

The working from home policy has sped-up how interconnected we all are. Those who didn’t have a decent internet connection, or had never used online meeting platforms such as Teams and Zoom, are well versed by now. It’s become an even more vital part of our lives in other ways too. The impact increased connectivity has had has resulted in other benefits growing out of it – such as home entertainment and socialising. Business aspects such as exhibitions, job interviews, training and mentoring have all moved online for the time being. Technology and connectivity have ensured that these things – a job search, a training course – have been able to continue. Where there’s a will, there’s a way. The way has been made so much easier thanks to the internet and digital technology.

Positively connected

From my own experience during lockdown, I have found there’s been a real sense of collaboration and kindness. I joined HR Manchester Connect at the start of lockdown. Its members comprise of professionals working in the Human Resources sector. This has been one of the areas most affected by lockdown, working from home, furlough and the uncertainty the job market has endured. The organisation has developed into an amazing support network of friends and connections. This is all the more incredible as I haven’t met the people in person, only virtually though my laptop screen. Over the last 12 months, we have all supported each other, both personally and professionally. This is so heartening in these uncertain times. I do hope that this positive ethos continues after the crisis has passed and we can meet in person.

Return to the office

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For many of us, something like ‘normal’ is slowly approaching. After what actually seems like a remarkably short winter, spring is here. And as the buds start to come out, so can we. Some businesses are beginning to think of how to bring at least some of their workforce back to the offices in the near future.  The logistics are complicated, the territory uncharted, but there’s light at the end of the tunnel. As this strange chapter in our lives comes to a close, have we been working from home, or living at work?

The outside world

Some people have adapted to working from home rather well. Others have been doing it for years and are now pleased that it’s being recognised as a viable way to be both productive and happy. For others beginning to get back to work, or even travelling to work – sometimes using public transport – will present significant challenges. You don’t have to be a particularly nervous person to feel as though this virus is a very dangerous issue, which has to be taken seriously. The statistics don’t lie and this has had a huge impact on the UK population and economy. Mind-sets have changed and you can’t just say one morning, “Right, all back to normal now. Off we go!”

Transitioning slowly

The transition back into offices needs to be a progressive one. For many an office will feel like a very alien environment. For certain people there are some behavioural changes that can be implemented, to make them less anxious about returning to work. Social skills may have been impacted by months of seclusion. It’s a good idea to start taking small steps, to rebuild confidence in interacting with people. This might get you used to using public transport once more. Or at least moving among people and conversing in a natural, friendly way. It may feel strange wearing a mask, but try and smile and be yourself as you go about your activity. Social distancing and masks are a constant reminder that this isn’t ‘normal’, but until they are dispensed with, they’re here to stay.

Safe office space

It’s also important for employers to reassure their staff that they will be returning to a Covid-safe environment. This will mean there will be sanitising measures, social distancing observed, and potentially, flexible working. Some people are more productive in the office, some at home. Some managers prefer their staff present in the office, but for many large firms – especially those cited in multi-storey buildings or in densely-populated business districts – the complications of space and numbers just aren’t feasible to bring everyone back at once.

It’s been suggested by some commentators that around one third of the workforce will be in at any one time. This is particularly true in the larger organisations. A proportion will be in some days, other staff on others, with larger groups in for key team meetings or training. But by and large, working from home will continue to be with us, in one form or another, for a while yet.

Speaking to a mentor or coach, either at work, or externally can help build confidence. It can ascertain what aspects of returning to the office you are looking forward to, and which fill you with dread. If working from home suits you, then don’t feel as though you’re being forced to go back in, while others have missed the interaction and can’t wait to return to the working environment once more.

Going the extra mile

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One of the strange by-products of being under lockdown for long periods of the last 12 months is how divisive depictions of the outside world have become. Our biggest contact with the wider world is of course the media. But there is a ‘them’ and ‘us’ divide on almost every aspect of reporting at the moment. From politics, generational differences and the Royal Family, to where you should go on holiday – home or abroad, when home for some people literally means ‘at home’.

But what can so often be forgotten at the moment is simple kindness. The kindness of going that extra mile and beyond the call of duty. To make sure of others’ mental and physical wellbeing. The impact the national lockdowns, the lack of social interaction, the lessening of physical contact and the ongoing work from home policy, has left many people feeling isolated. Even if they have large extended families or wide circles of friends, the ability to meet up with them has been taken away. Even within your own household activity is limited. You may not want to go out for a meal, or a clothes’ shopping spree,. However, it would be nice to at least have the option. And work from home is wearing thin for some now. As for many, their dining room table continues its dual role as eatery and office – taking eating ‘al desco’ to an entirely new level.

A duty of care

What we’ve found at Career Evolution is that we’ve been more in contact than normal with our clients. Checking in with them regularly. Our Consultants and Coaches always aim to build up a strong and continuing relationship with their clients during their time together. But we’re finding that it‘s simple things like asking for an update on progress – if they are undergoing the outplacement process – or getting updates in their job search or career progression, that have really been appreciated.

We have found this extra commitment, for example, checking in with clients after they have been in their new roles for three months, to ensure they’ve settled in, makes a big difference. We’ve also found that it’s happened naturally, as opposed to being something that was premeditated. Also, all our clients know that they can keep in touch with us, even after they have secured their new role. That ongoing contact enables us to address any concerns our clients may have or allow us to apply reassurance and ongoing guidance where necessary.

Whether it’s checking in with your next-door neighbour, contacting a colleague to say ‘hello’ or following up on a client’s progress and feedback following a job interview, try to find the time to make sure they’re okay. You have no idea how much some people will appreciate it.

Four ways to help employees uncover their personal strengths

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Strong leaders know that their success is not measured by their own personal achievements but instead by the success of their employees. It is important to take the time to analyse the attributes of new and existing employees in order to make the most of them. Try to learn fully about their passions and interests in order to help bring out strengths that they may not even know they had.

Empower your employees

To feel comfortable enough in a workplace that your strengths shine through you have to feel empowered. Bosses can empower their employees in three different ways. Firstly, you must provide the right training to enable your workers to do the tasks necessary. Secondly, you need to motivate people. This can be done by introducing employee incentives or rewards. Finally, you should clear the path for their success; you should remove anything in the company’s control that may prevent them from being the best version of themselves.

Ask

Go straight to the source. Ask your team members about what they believe to be their abilities and passions. Having conversations with staff about what they view as their best traits shows that you value this information, and want to make sure that these abilities are being utilised most effectively.

Observe the past

Whether an employee is new to the team, or has been around for longer, it is important to look back on previous work to really find where your employees strengths really lie. Look for previous major successes and what skills they used while doing this. Once you are aware of this, you can assign employees to tasks that bring out strengths that are specific to them.

Allow an employee to test drive a new role

It is possible that an employee’s strengths could blossom in a role different from the one that they perform day-to-day. Allow your employees to shadow co-workers to find out about their roles and responsibilities. This test-drive might spark new ideas about increased value from the employee, and allow you to see where a role-shift may make sense for the individual. At the end of the day, you want to get the best out of your employees.

Do you need a digital detox?

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With so many people currently working from home (WFH) and carrying out meetings on virtual platforms, the concept of a digital detox has never been more pertinent. For many businesses, a ‘digital detox’, the idea of switching off all digital sources – from mobile phones to email and the internet – is scary to say the least. What if a client’s urgent request goes unanswered? What if a deadline is missed? However, the results might be surprising.

Sleep tight

Media and telecoms regulator OFCOM has found the amount of time people spend online is causing sleep deprivation. Meanwhile, another report from Deloitte shows that 1 in 3 adults check their smartphone in the middle of the night.

Take a break

The level of reliance on IT has never been higher. However, the impact on productivity and wellbeing needs to be considered too. Your team might need to be reminded to take a break from the screen. There is a growing concern over the amount of time that people are spending plugged in and online. For obvious reasons, this is currently higher than ever.

Value in traditional methods

While a ‘digital detox’ may feel counter-intuitive at the moment, it is worth considering other ways to connect with your employees and customers. Increased face-to-face contact is not possible right now, but it might be interesting to challenge your team to see what other ways you can effectively communicate. The old-fashioned method of picking up the phone, or even the more outmoded principle of writing – and posting – a physical letter, might have a greater impact than you realise. If nothing else, it will give people a short break from the screen.

Adapting to flexible working

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Prior to last March, flexible working – or working from home – was still developing as a concept to be widely embraced. Now it is the norm throughout many sectors, across the country. Where companies have been able to transition their business to home-based, employees have found themselves working from anything, from their home office to the kitchen table.

While this type of more flexible working arrangement has happened out of necessity rather than choice, there are advantage and challenges associated with it. It’s important to understand what they are:

Advantages

  • Recruitment and retention are boosted by offering flexible working. Even after the pandemic, many employees will expect some level of flexible working to continue. They have proved they can do it and still be productive.
  • Loyalty and commitment are demonstrated by staff when they can achieve a good work life balance.
  • Less stress. In a pressurised world, working flexibly can help reduce stress levels.
  • Fewer employee absences. Staff who work flexibly are less likely to take time off for ill health or medical appointments.
  • It positions your company as progressive and forward thinking.
  • Employees can save money by reducing commuting costs. They also spend less time sitting in traffic or waiting for public transport.
  • Efficiency – often employees report that scheduling work during quiet times means they achieve more. Other employees benefit from spreading their working out across longer hours.

Challenges

  • Overcoming the ‘always on’ culture. Staff may feel that they can never really switch off away from work. This can breed resentment as well as increase stress levels, which may ultimately  lead to burnout.
  • Making sure all employees are treated equally and fairly. Some roles lend themselves better than others to flexible working, especially working from home.
  • Making sure everyone feels like part of the team. This is so important, no matter what hours they work and where they spend them.
  • Keeping channels of communication open between all staff, wherever they are based, all the time.
  • More planning at management level may be required to make sure business needs – especially customer expectations – are met.

Embracing flexible working has involved plenty of give and take for employers and employees. However, by taking the learning of the last 12 months, keeping an open mind, exploring lots of options and doing some thoughtful planning, may well pay dividends for everyone long beyond the end of the pandemic.

In times of great change, how can outplacement work for you?

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Company restructures can be challenging, but for many companies this year, they will be necessary. Redundancies and job losses can cause untold upheaval.  It is obviously difficult for the whole company, but it can be particularly stressful for the HR team. Key members of the team potentially have to deal with the angst of employees throughout the organisation, while also having to deal with their own personal uncertainties too.

A positive approach

It is worth considering the benefits of outsourcing some elements of the HR function during these periods.  By working with a business qualified to help and support the HR team in outplacement, career management and coaching, you will provide a strong foundation to meet the various challenges thrown up by the situation and individuals affected, in a positive and constructive manner.

The benefits of distance

In addition to the experience of these types of situations that they already have, there are many other benefits to working with a third party at these times.  Not least of these is the element of distance that your Consultant will have from the emotional turmoil that is potentially impacting on the internal team.  Often affected employees find it easier to discuss how they feel and what they want to do with a third-party career consultant rather than someone they are likely to run into in the kitchen. In addition, the use of outplacement clearly demonstrates – internally and externally – that as an organisation, it is committed to doing the right thing.

Now and for the future

As well as supporting people exiting the business, a Consultant can work closely with the teams remaining to improve levels of morale, address development needs and generally help throughout the transitional period.  By keeping people at the heart of the process, you have the potential to turn a situation which could be damaging into something else for both the people who leave and the ones who remain.  Don’t forget, looking after your workforce now, has never been more important.

Looking back – what we’ve learnt in 2020

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We all know that this year has been unlike any other. It has been an incredibly tough year. All of us have faced different challenges with regards to providing for – and protecting – ourselves and our loved ones, whilst adapting to circumstances beyond our control.

However, if we can take anything positive from this year, it’s the things that we have learnt in terms of defining a better workplace for the future.

As 2020 thankfully draws to a close, here are some of my key take-aways from this year, which I would like to see continue into the new year and beyond:

We can work anywhere

For many of us, the traditional 9-5 office hours may be a thing of the past. With many companies forced to close their doors this year, workforces have had to adapt to working from home. From new tech and ergonomic workstations delivered to our door, to managing our home life around online meetings and deadlines, we have shown that we don’t have to be based in an office to get the job done. Only time will tell as to whether this ‘new normal’ will be a continuing code of practice for companies across the UK.

Adapting to new technologies

A year ago, some of us may have run a mile from having to take part in a video call or conference. Now, this is one of the easiest ways to create virtual face-to-face meetings and catch-ups. We’ve all had to get to grips with Zoom, Teams, or a hundred other software tools to stay connected with colleagues, customers and clients (as well as friends and family). With no end yet in sight to working from home for many of us, it’ll be fascinating to see what new forms of technology will be created and adapted to suit a largely home-based workforce.

The importance of valuing staff

With a greater emphasis on flexibility to accommodate a work life based at home, it’s never been more important to make staff feel valued. I have heard of, seen and experienced an increased level of kindness, tolerance and understanding between people, colleagues and their managers and CEOs. This is particularly true around accommodating people’s personal circumstances and family commitments during these uncertain and difficult times, and I hope that this always continues.

Whatever challenges the next year brings for us, if you or members of your team need assistance with tips on building resilience in the face of continued uncertainty and changing circumstances, get in touch to see how we can help.