Above: What's going through every leader's mind right now.

Returning to an altered physical, cultural, and business landscape.

Global crises bring about fundamental changes.

Trends that were taking place over years are now happening over weeks or days. Many of our decisions will now be made in the context of public health, rendering previous drivers irrelevant. New tasks, responsibilities, and positions will be added. New division lines will be drawn.

Strong, cohesive cultures will become even more important.
How do you build yours?

Whatever we do, we'll have to do it together.

Your toolkit should include:
• A shared purpose.
• A clear plan to move forward.
• An organization-wide consensus.
Renewed commitment to each other.
Think past the immediate return to “normal.”

When physical distancing guidelines begin to ease, employees are likely to flood back to work, eager for the connections and conveniences of which we have been so deprived. But as weeks and months progress, will employees continue to come into the office? Will this grand, forced remote work experiment convince both leadership and employees that it is possible to do most work from home? Will people feel the confidence required to crowd onto public transit? No one knows what's next, but companies will need to plan for a range of potential futures to adequately prepare for a reality that will ultimately be very different from what we've known.

As we transition back into the physical office, there are critical factors to address to ensure employees are safe and comfortable. In the short term, with physical distancing guidelines likely to remain to some degree, day-to-day operations will expand to include a range of new policies and procedures. While organizations adjust to these changes, the clear and timely communication of new  guidelines and HR protocols is paramount. In the medium term, when the immediate threat of this pandemic is behind us, employees will begin to adapt to their "new normal." The lessons learned from this pandemic will be fresh, but we may begin to relax some guidelines. New positions will be created and outdated work processes will be streamlined.

In the long term, as new technology is developed, cultures evolve, and new generations enter the workforce, companies will need to be more strategic about their assets - people, tools, and place. The fear of a global pandemic may have eased from our collective memories, but employees will have adapted to a new normal. What will the relationship between employer and employee look like? Will there still be a role for a central office? Each company will need to explore these types of questions for their own strategic priorities and in the context of public health in order to evolve - and evolve to something better.

ReEntry Transformation Leadership
Based on our traditional model of change management, our ReEntry Transformation Leadership process is more than just an exercise in reactive optimism. We'll help you assemble your transition timelines and toolkits.

Building your ReEntry.

Change is a catalyst. Leveraging a workplace transition -- pandemic or otherwise -- is a process. When we help organizations develop that skill to serve your future missions, we recommend that you start with a process that looks something like this (and yours might be different!):

1. Form team & kick off ReEntry: We'll convene your leadership, select employees, and consultants to clarify purpose, discuss your goals, and identify obstacles to create a unified understanding.

2. Identify resources: We work with you to create a plan rooted in all your resources - available staff time, existing processes, requirement, organization success stories, cultural habits, and other company assets. Include your partners and external team members.

3. Create & conduct ReEntry survey: Using multiple modes of data-gathering, including our remote work surveys, we'll determine the current organizational climate, discover primary anxieties, and identify the most effective forms of communication.

4. Implement software tools that keep people connected: We'll determine the best tools for your organization, including communication applications and personal applications like Vium®. Vium® is an app dedicated to making your workplace more efficient by saving your intranet, building culture, informing growth, and supporting change. Learn how Vium® can support your organizational change.

5. Develop and monitor action plan: Having identified key barriers, and tactics to best address them, we hold progress meetings, author reports, and create tailored communication materials.

6. Communicate progress: By providing a breadth of communication, from email blasts to webinars, we invite regular feedback and participation, energizing and informing staff while building a flexible, resourceful company culture.

7. Evaluate and course-correct: Put into place at the beginning of the process, a checklist and scorecard as scalable evaluation and feedback tool allow for consistent assessment, and more importantly, a benchmark for course-correction when necessary. We use our own OPX360™ Scorecard that ties tasks to strategy and implementation.
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