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Anxiety & Hybrid working

Are you anxious about what hybrid working may mean for you?

During the COVID19 pandemic, the world of work changed for everyone. Even those who remained in a communal space suddenly found themselves with new rules and considerations for the way they worked.
As the world makes it's way back to a sense of normality, many organisations and companies will be looking at possible permanent changes to the way we work. So what does that mean? And how will we all adjust?

Every individual feels differently about what has happened in the past year. For some people, all the lockdown working arrangements have been negative, teams have dispersed and many people have missed the social interaction with their team mates. For others, it has allowed them to conduct their lives in a way that suits them better, perhaps being at home to support their children or pets has been a bonus!

Many staff are concerned and worried about what the new-normal work landscape will look like, and individuals have different perspectives on what they would like, and concerns about what they do/do not want to continue with. It is important to hear everyone’s voices and involve staff and teams in the planning to move forward to understand concerns and fears, accommodate needs and find compromises.

How can you help the people you work with? 

Our table show some issues already voiced in discussions about the Hybrid working of the future. It's worth considering these issues when thinking about your teams and how they may make a return to work. 

Work/family life balance

Spontaneous creativity

Ability to say no

Impact on physical & mental health

Boundaries

More or less active

Making the best use of time

Missing social contact

Reduction in travel saving money for yourself/the organisation/company/less pollution to the environment

Nervous about meeting people face to face again

Ensuring reflection time

Productivity

Use of technology

Flexibility

Choice of workplace

Childcare

Rosabeth Moss Kanter

Change is disturbing when it is done to us, exhilarating when it is done by us.

What might your colleagues be feeling? 

Remember that everyone will respond to these changes differently. As with each change we have faced in the last year, there has to be time to adjust and accept. Sometimes this process of adjustment takes minutes, sometimes months. Each individual is different. So look out for signs of denial, anger, resistance and resignation in your team as they work through the alterations to working life.

In our Managing stress, building reslience course, we explore these stages using the Kubler-Ross Change Curve - it's a great illustrative representation of this process:

One last thing....

The best way to aleviate fears and ensure you have buy-in from your team regarding any changes to the working arrangements is good communication! Don't leave your colleagues in the dark, or if you are wondering yourself about what is happening next in your organisation - make sure you speak up and ask the question. It's much better to have the information to hand, than let your imagination or the rumour mill run wild!

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We're here for your health and wellbeing. Want to make a change? Register or contact us today to take your next step to LiveWell. 

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How does this work?

The tailored approach LiveWell Dorset uses to come up with solutions to the things that are stopping us achieving our goals, is based upon work done by University College London developing the COM-B model of behaviour change. In this model, all behaviour is influenced by understanding a person’s capability to change, their opportunity to change and their motivation to change. By understanding which of these is the biggest barrier to change, we can tailor support accordingly. This model of behaviour change is at the centre of the support we offer, online and in person.

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