The Untold Truth About Returning To Work – It's Not About Productivity
Written by: Marie Genevieve Pawlak, Senior Level Executive Contributor
Executive Contributors at Brainz Magazine are handpicked and invited to contribute because of their knowledge and valuable insight within their area of expertise.
Forget what you've heard about the 'new normal' of remote work making us more productive. The story is far more nuanced. It's not about productivity; it's about connection and management.
Debunking the productivity myth
Let's clear the air: remote work doesn't inhibit productivity. Research confirms that remote workers often clock more than a standard 40-hour week. Owl Labs' study even shows a 47% increase in productivity for remote workers. Both Aunt Rose and academia agree: We're getting our jobs done, often beyond the standard "9-to-5". So, it's time to shift our focus to what's really at stake.
The management quandary: The elephant in the room
Management isn't one-size-fits-all. Many managers base their leadership style on their own experiences, for better or worse. This lack of targeted training has led to a mishmash of managerial quality and, in some cases, eroded team morale. The fix?
Training: Equip managers with the tools to adapt to remote and in-person settings.
Mentorship and Education: Before promoting, pair new managers with seasoned leaders for better mentorship and provide critical (soft) skill training.
Safe Feedback Loops: Promote a culture where employees can share feedback without fear.
Craving connection: The forgotten element
Here's the kicker: connection. Companies recognize the growing chasm between employees in a remote environment. It's not just detrimental to team dynamics but bad for business. The aim now is to build a community where everyone feels a sense of belonging.
Keys to transformation
Game-Based Team Building: Let's replace trust falls with meaningful shared experiences that promote real connection and learning.
Innovative Gatherings: Use periodic meetups to foster genuine connections.
Building a Fulfilling Work Culture: Appreciate collective and individual contributions for a more fulfilling work environment.
Building meaningful relationships
It takes more than proximity to build authentic relationships. It requires mutual respect, time, and shared experiences. Over the years, I've studied many different companies, and one commonality keeps coming up: value. Not just value but a system of value. The value system I call the Alchemy of Engagement :
Value Each Other: Acknowledge the unique skills every team member brings.
Value Yourself: Understand your own role within the team.
Feel Valued²: Companies should value their employees, who, in turn, should feel valued by their clients.
(The "²" here signifies the double layer of value from employers and clients.)
A pause for reflection
So before we rush back to our cubicles or fully embrace remote work, let's ponder what really makes work fulfilling. The dialogue around remote work is complicated and rife with pros and cons. As we navigate this complex terrain, let's zero in on the two core elements that can make or break corporate culture: management and connection.
If there's one goal we should set for the future of work, it's this: to create workplaces where everyone goes home feeling productive, fulfilled, and whole. That's the future I want to see, and I bet you do too. After all, isn't it time we aimed for a future where work is not just productive but fulfilling for everyone involved?
In summary
As we debate the pros and cons of remote work, the proper focus should remain on creating a fulfilling work environment. Whether addressing gaps in management training or building a culture that values connection, the goal should always be the same—to foster a work environment where everyone finds both productivity and fulfillment. And that, folks, is the future we should all be aiming for.
Marie Genevieve Pawlak, Senior Level Executive Contributor Brainz Magazine
Marie Genevieve Pawlak is the founder of Prime Alchemy, a leading expert in game-based learning and organizational health, which provides people with the tools they need to find value and purpose in their work. The Prime Alchemy team works to develop programs that really engage people. Through play. Game-based programs use your own tasks and projects, so you never get behind schedule. Marie believes in organizational health as a way to build a better workplace. Healthy organizations outperform their competitors, are free of politics, have higher transparency, and encourage star performers to stay. Prime Alchemy is a division of Planning101 Group Corp.
