IMPACT OF FUTURE WORK ON HUMAN PSYCHOLOGY

 Starting a new journey after two years of pandemic is like, Entering to new era of work. As we know that life is unpredictable, we can just make some assumption for future work. Everyone is facing new challenges and continued uncertainty.

As a team leader, people have to be a strategic thinker, who always looking at the future to ensure that organization meet success. An analysis by Harvard Business review showed that frequency with which CEO’s have been make discussion about issues of equity, fairness and inclusion has increased by 658% since 2018. This is become a serious issue if we ignored or not handled well. It can be translated into other issues like, lost productivity, workplace conflict, increased turnover, increased workload, etc. that increased or amplify stress that has negative impact on workers mental health.

According to recent studies and data, it is estimated that 52% of workers have some fear and concern about returning to workplace after the pandemic. 73% of workers has major concern about compliances with safety standards.

Now, on this problem we can make some changes in our surrounding to overcome the fear of workers on workplace: -

• Change Management: - At management level we have to understand that like past there is no way to be normalize. So we have to convince workers to returning to a physical workplace so that they get the benefits on work plan.

Develop a change management plan that outlines the concerns that employees have. how their concerns will be addressed, and how workers and their managers will be equipped and supported on workplace.

• Tools and Technology: - The pace of change employees have endured over the past decade has been accelerated by the pandemic. Things are changed overnight, employees had to get accustomed to new way of works with virtual tools and technology. Now is the time to ensure our people that technology and tools are refined and properly implemented for the further work on permanent basis for flexible work.

• Infection prevention and control protocols: - Ensure that infection prevention and control protocols are clearly structured, communicated, and upheld. Vaccines will likely to be mandatory in any return-work plan. APA estimates that 50% of fully vaccinated workers are somewhat concerned about returning to the physical workplace. Create a psychologically safe workplace where it becomes the norm for workers to wear face masks for personal or health reasons.

• Equity, diversity, and inclusion: - This a perfect time to invigorate your EDI (Equity, Diversity, and Inclusion) efforts. As this too difficult to start this journey as many of us prefer to work from home so that they can make balance to professional life as well as personal such as childcare or eldercare.  So leaders have to ensure that their employees that they will take care of their problems and create new solutions to overcome to it.

Above all, this transition will bear leaders to be patient. Returning all workers to the plant physically, psychologically, and emotionally will bear time. Workers will need time to feel comfortable getting into a new routine, and some may be challenged further than others during the transition.