The world of work seems a little flatter now than it did just a few years ago. Zoom meetings have created a phenomenon. And, I’m not talking about the fact that we’re using a new technology. It’s flattened our relationships.

It reminds me of the military. Whether you’re in the Army, Navy, Marine Corps, or Air Force, when in uniform, there are clear signals about who is who. You can tell which branch of the military someone is in. And, you can see what rank they hold. There is a system that is used to navigate the social work structure within the military. But, without a uniform, it is much harder to guess these details.

In a similar way, working from home has taken away many of the social cues that are normally present in the workplace. It is now difficult to see which designer shoes or clothes someone is wearing. And, in fact, the entire team may have switched to comfortable clothes for the day to day.

Working from home and Zoom also take away some of the hierarchy present at in person meetings. Executives are no longer trying to snag the most influential seat at the conference room table. Video meetings also create a structure where people are more easily able to speak up. And, forget status symbols such as cufflinks.

For remote workers, there are also no longer bigger offices for people with bigger job titles. In other words, everyone is a little more equal. We are all individual people who are working at our individual jobs.

There are many positives that come along with a flatter working world. But, with every positive, there are also challenges. For example, a flatter organization also means that people will interact with one another at all levels. The normal hierarchy is less clear.

You’ll likely engage with colleagues who are both at higher and lower levels than ever before. It may be unclear what age they are, or how senior their roles are. But one thing is for sure. Each and every person should be treated with respect. This is such a key to working well as a virtual team.

Have you ever noticed that people sometimes change their behavior online? For example, some people are more comfortable being rude to others on Facebook and Twitter. The same can be said for remote work. In addition to a flatter organization, relationships are shallower. When is the last time you had a deep conversation with a colleague? Do you know how many children your coworkers have? When is the last time you had lunch with anyone from your work?

The less that we know one another, and the more we’re interacting across the company, the more likely tension is to build. If you find yourself in this situation, try to remember this. We’re all part of one team. We should work together, rather than against one another – for common goals.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach

As you probably know by now, I’m a supporter of working from home. I believe that when it’s possible, it can provide an increased quality of life for the employee – and a cost savings for the employer. But, it’s starting to become more common for employers to require workers to come back anyway. And, the reasoning is surprising.

I recently learned that some employers are claiming that those who prefer work from home are hiding something. In particular, they are hiding mental health and addiction issues. In other words, the only reason you might want to work from home is if you have a problem you don’t want your boss to know about.

This news is disheartening at best. Through the pandemic, it has been proven that many office workers can work effectively at home. On top of being more efficient at work, many employees have seen their stress levels drop and their personal time increase.

There are many logical reasons leaders may want their people to be back in the physical office. For example, not every job can be performed in a work from home setting. And, if you’re leading an organization where only a portion of the jobs can be remote, you may want everyone to come back together. It may increase the feeling of community and equity across various parts of the organization.

There are also some workers who genuinely prefer working from the office. They appreciate the structure that it creates. They like the separation of home and work that going to the office provides. They enjoy the casual moments of community with coworkers.

There are many legitimate reasons an employer may prefer for their employees to come back in person to a centralized office location. But, to shift blame to employees is wrong. The vast majority of those who enjoy working from home enjoy it for reasons that are no secret. It’s not because there is something wrong with them. It’s not because they’re using substances during the workday, or are shielding the employer from their mental health struggles.

Don’t get me wrong. Many employees did in fact experience mental health challenges during the COVID-19 pandemic. Truly, what did anyone expect from a pandemic? It’s a pandemic. It’s possible that working from home may have helped bridge the gap for some people during a tough patch. But, the idea that all work from home supporters are hiding something is just not true.

If you need your employees to go back to a physical office, be honest. Explain the real reasons that the company believes it makes sense. Then, listen to your employees. Hear their concerns. Work together to come up with a solution that works for both sides of the equation.

Don’t turn on your employees. Don’t pressure them to come back out of fear or shame. As a leader, your role is to inspire others to want to follow your vision.

I hope these tips have helped you. Visit CopelandCoaching.com to find more tips to improve your job search. If I can be of assistance to you, don’t hesitate to reach out to me here.

Happy hunting!

Angela Copeland
@CopelandCoach