HR Connection blog

For most people, the shift to working from home at the start of the pandemic was abrupt, involuntary, and stressful. As many employees begin to return to the workplace after an extended time (nearly two years, for some) away, it's normal for them to feel some uncertainty about this change. If handled well, however, the return to the workplace can be a positive event.

Humans are social animals, and the energy and trust they build from social interactions have long been the bedrock of successful team building, collaboration, and the creation of exceptional outcomes. In the workplace, connection arises when people engage in something bigger than themselves, have a sense of belonging to the organization, and share its values and mission with people they trust.

Long before the pandemic forced everyone into working from their kitchens, home offices, or bedrooms, the world was very much on its way to eliminating the need for conventional workspaces. Today's younger generations have grown up in digital environments and already feel pretty comfortable doing much of their work online. But even though those digital natives probably find the prospect of working from home less intimidating than many members of older generations, in 2020 people of all ages are facing the same challenge: familiarizing themselves with the digital workplace.

Anyone who worked an office job during the 1990s is probably very familiar with motivational posters. Each featured a photo of scenery or of someone succeeding at a challenging activity (such as rock climbing or hang gliding), and below it a black background with some pithy quote. During that decade, it was impossible to walk into a corporate workplace without spotting at least one of those posters hanging next to the watercooler or gracing the HR director's door.

Feedback has a branding problem. The very notion of it worries people and raises our defenses. Our brains are often not ready to hear it or give it. Words and context are crucial as sometimes feedback can hurt or give offense, and often doesn’t seem very helpful. Ultimately much of this comes down to the individuals who are giving and hearing the feedback. This is one part of performance management that definitely needs a makeover.

Emotional intelligence is crucial in the modern workplace. It’s the secret to happier, more engaged employees who work better together. Which means it’s the secret to higher performing teams that drive fast n’ furious business growth.