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The workforce is in the midst of yet another transition as many workers are leaving their homes to once again commit to onsite work.
The time spent away from the office may have caused a lapse in etiquette, and according to learning and development expert Peter Grist, these small issues are creating significant issues for productivity.
The issues, according to Mr Grist, include:
- Poorly dressed
- Tardiness
- Hygiene
- Language
- Physical appearance
- Inappropriate language
“These issues may sound trivial, but when you are part of a team working with people day in and day out, these things start to grind on people’s nerves and can cause massive implosions. Even worse, if these people are representing businesses at stakeholder, client and new business meetings, these issues can be extremely damaging for a brand. Business can be lost,” explained Mr Grist.
“Some of these issues are not easy to navigate either. Businesses are chewing up a lot of time dealing with these things, which is both uncomfortable and unproductive. Many managers do not have the skills required to address these issues from a communication point of view, which is making matters worse.”
Working from home has resulted in people becoming more relaxed with their work, said Mr Grist. It appears some have brought these attitudes back into the office, which is upsetting colleagues.
“The reality is that while people have been working from home during the pandemic, many have acclimatised to the new normal of not being in the office and adjusted their behaviour and personal practices accordingly,” said Mr Grist.
“Turning up to team Zoom meets in PJs or casual wear has become commonplace. People have become so relaxed about working from home that their dress, language, presentation and appearance [have] dropped from being business-like to casual weekend-like.”
He continued: “These habits have become entrenched, and now that people are returning to the office, they are not returning with pre-pandemic office behaviours. They are still operating as if they are sitting at home.”
Managers can do their part to mitigate these issues by leading by example and providing correct training to deal with problems that may arise.
Mr Grist commented: “Managers urgently need help in how to lead and address and resolve team issues. They need to be coached in how to manage and lead people in the workplace and how to have hard conversations.”
“I’d like to think we all know how to solve behavioural issues, but the reality is unless you know how to communicate and engage in a collaborative and respectful manner, you are not going to be able to develop and implement solutions in a successful way.”
“Unfortunately, many workplaces are being consumed by these ‘back to the office’ issues, and it is taking businesses away from their real work. Productivity is suffering,” said Mr Grist.
“My strong advice to organisations, including businesses of all sizes, is [to] get training – but not just any training, good quality online training that focuses on the power of micro-behaviours. Help your managers to enable small and progressive behavioural changes across their teams on an ongoing basis. We call this the ‘progress principle’. This will not only compound positive change; it will ignite intrinsic motivation in people.”
Jack Campbell
Jack is the editor at HR Leader.
