Exit this way

  • 3GHR  
  • 20 May 2020

Exiting lockdown is going to be messy; people returning at different times, potentially doing different jobs, possibly with fewer colleagues.  In short, an environment of continued risk and uncertainty.

If you are reading this, then you are probably already focused on making the transition out of lockdown a successful one.

We are not in the same boat – just in the same storm.

In our conversations with leaders we know people have had a range of experiences during the last few months that will deeply affect how they feel about their work and about you as an employer. People who have been furloughed are likely to feel that they are not being told the whole story, whilst others who have been working flat out at home might feel less trusted than they were when they were working remotely. In the absence of clarity and certainty people typically fill the gaps with fear.

Inevitably engagement, motivation and productivity will remain volatile for a while and will be significantly impacted by their personal experience of returning.

We are all navigating uncharted waters with limited tools and less certainty.

While the practical challenges are unavoidable, and therefore front of mind, solving this is only the entry ticket.  The re-establishing of strong psychological contracts will be the ultimate determiner of success.  Bottom-line, how your managers engage with their teams will have the greatest impact on the effectiveness of your return.

Through our work with Amy C. Edmondson on Psychological Safety we can help you take some simple, measurable actions that will address the fear directly and create an environment that will and deliver re-engagement, re-motivation and underwrite productivity.

We can help you directly measure and manage the previously unspoken and unseen consequences of poor Psychological Safety.  Issues such as:

  • an absence of open and candid conversations (leaving the elephants in the room not being seen)
  • people not helping each other or feeling able to ask for help
  • a blame culture where mistakes are seen as failures and held against people
  • a lack Inclusion and diversity – stifling new thinking

If you would like to explore how this works in practice, please contact us were happy to talk it through.

If you already know that this is an essential step to making the transition out of lockdown a success, we are happy to offer a pilot team free of charge to demonstrate the value of our practical approach.

More information on Psychological Safety can be found here.