Despite the ‘Delta variant’, as vaccination rates rise and pandemic restrictions loosen, a ‘new normal’ will arise back to work.  There are still more questions than answers, but here are a few things to consider.  For many, the work location pendulum swung from largely in the office (pre pandemic) to largely remote during the pandemic.  I expect the pendulum to land somewhere in the middle and will vary between organizations.  Companies have a lot to think about for their post pandemic workplace transformation, and will consider the 5 back to work models. What model do you expect your organization to use?

“One prediction of returning to work post-COVID: ‘Unpredictable and potentially chaotic’”

– Meera Jagannathan

For Employees:

  • Employees may have concerns about coming back to the office. This article has some topics to consider.
  • Employee Wellness and Mental Health – resources are required to support employees working from home to balance all aspects of their wellbeing, including addressing isolation from their teams/peers; maintaining productivity; and achieving work-life balance.
  • Are looking for work time and work location flexibility. We have seen that at any time, a new wave of restrictions can come, causing havoc for child/family care and other logistics around the home/family.  Some people have moved away from cities, planning to work mostly remotely going forward.
  • Office layout: Will the current office layout address the health concerns of workers?  Employees will want to know.

What do you think the top employee topics are for the post pandemic workplace?

For Employers:

What do you think the top employer topics are for the post pandemic workplace?

It is clear that the ‘new normal’ isn’t here yet, at least not in the greater Toronto area.

While banks and others have started to issue their vaccination policies, I don’t believe they are implemented, so the largely vacant office towers and parking lots of Toronto continue.

Each company will need to balance the business/customer needs with employee preferences/needs and evolve the strategy & related execution.  I expect there to be a wide range of employer policies implemented and an even wider range of employee responses with a higher-than-average number of people changing roles in the coming months.

How many companies do you think will get it right in 2021 (successful business, happy/engaged employees & customers)?

Thanks to the ICD BoardInfo service and my peers of the 92nd class of Rotman – Directors Education Program for their input/contribution to this blog.

Richard Barber

Richard is a Sales, Marketing & Operations Executive with an MBA and an analytical-technical background which is a unique combination to help organizations create and execute growth strategy. Richard has served on 3 Boards since 2014 and currently serves on the Canadian Professional Sales Association including serving as Board Secretary. Richard also currently serves on the Board of Scientists In School, which is one of Canada’s largest Science Education charities for children in Kindergarten through Grade 8. Previously Richard served on a Toronto Chapter of the Boys & Girls Club including the role of Vice Chair (VP). Richards Committee Experience includes Human Resources & Governance, Board Nomination, Audit & Risk, Fundraising, and 2 Committee Chair roles for an additional charitable organization. Richard’s Executive Experience includes C-Suite Sales & Marketing, General Management, P&L, and Operations at Computershare, Rogers, Celestica, Nortel and IBM. In the role at Computershare, Richard led partnerships with both the Governance Professionals of Canada and the Institute of Corporate Directors.



Submit a comment

Your email address will not be published.