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Return to Work Roundtable | VIVYD Magazine Spring Issue
RETURN TO WORK ROUNDTABLE
Editorial by Raymond Kemp
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As the inevitable return to workplaces leaps toward us, allow me to offer the Kemp Keys to a triumphant return to the office: Belief, Attitude, Character, Focus, and Grit.
Our top priority must clarify that the organization’s leaders and managers are genuinely founded and unwavering in their BELIEF in the safe return to the workplace. It is human nature to search for affection when we enter spaces, and we are hardwired that way. The sense to detect a sabertoothed tiger before we see it or the return of a childhood friend has been with us from birth, and our gut feeling is usually right on with our environment. The welcome is essential, particularly for those hired in the virtual working environment due to COVID-19.
Big answers to be carried by all supervisors:
• Why are we back?
• How is this better than the virtual workplace?
• What are my benefits to being back?
• Is the company committed to my safety and wellbeing in the workplace?
*Flex hours *Childcare
*Fitness and health
*Periodic personal surveys
• Periodic climate and cultural assessments
• Feedback mechanisms
Displaying a truthful level of care is crucial to reestablishing trust at work as people return. A script for leadership and management is a great way to stay on message and give words to the organization’s feelings for the most significant assets, the people.
Display a solid, elevated, and consistent ATTITUDE towards the beliefs of the return. We know that attitude is established in beliefs. It is easy to spot the disingenuous; therefore, leadership must have a solid upright outward posture of their sincere dedication to the mission and the team. Attitude has an impact on climate, which frontline leaders and day-to-day operations most influence. And culture, which is top-down influence and reputation, takes longer to change yet is influenced daily by attitudes. Moreover, the attitude of the frontline leaders immediately impacts the organization, and the C-Suite perspectives are the slow-moving long-term influence.
CHARACTER must be tangible, worn on the vest and shoulders. All persons in authority and responsible for others have an impact on culture and social climate norms. When supervisors conduct themselves in an honorable fashion, their teams emulate that behavior from emails to social events. Just as they may emulate the leader’s dedication when the source is available to all, it is worth investing in a character coach or leader development classes for the frontline leaders to refine their subtle displays of character for the organization’s benefit. Including an overt outward display of character as well.
FOCUS on the vision. Guiding principles of the organization must be equivalent to the attention and care of the community, the team, and the employees. The Navy had a phrase, “Sailors first, mission always.” Another foundational principle used throughout the entirety of the fighting force, “Ship, Shipmate, self,”; was deeply imbued within the core of each training process and inextricably written into the culture of the Navy. Placed upon the heart and nature of every fighting Sailor, this concept grew from Basic Training and Officer’s Candidate School as it was part of their DNA. The people’s first phrase came during an era when Sailors needed to understand and feel their importance as individuals. Similar to today, the US Navy was grappling with its standing as the world’s finest Navy. The entire enterprise became laser-focused on the mission and the people who attained it, strengthening the culture of the Navy while letting go of some traditions.
GRIT. The can-do mentality, undergirded confidence, and competency are essential to the success of return. There does not have to be a marine war cry added to every speech or email signature, “OoRAH!” Yet the intentional feel of being stronger together when felt unforced in communication makes it believable and contagious! When the workforce feels commitment and dedication, it is exponentially reciprocated. When resources are recommended and used to the benefit of everyone, a bond is formed.
According to the Cambridge Dictionary’s definition, cohesion is the state of sticking together or being in close agreement and working well together. Team cohesion occurs when a group of individuals feel connected and driven to achieve a common goal. Being a cohesive team means that group goals are met, and everyone feels like they have contributed to the group’s overall success.
As you round table and prepare for your organization’s return, I offer these Keys as a successful return to the workplace. Your team shall be victorious and resilient!
On the occasion when you make your way back to work and face the challenges of returning to the workplace, encourage yourself often with these ten two-letter words; “If It Is To Be, It Is Up To Me.”
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Return to WorkRoundtable
