Kristina Johnson is Okta’s Chief People Officer, leading the organization’s global People function.
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As the rollout of vaccinations continues and case numbers remain relatively low, more cities are loosening Covid-19 restrictions — and we could soon be back in the office. Experts predict that between 70% to 90% of the U.S. population will be partially vaccinated between June and July at current distribution rates, moving us closer to a post-pandemic world.
Offices are already opening again: San Francisco recently announced that offices could reopen at 25% normal maximum capacity, and companies like Facebook and Uber have unveiled return-to-office plans. The hybrid workforce — or as we think of it at Okta, a dynamic workforce — that we’ve been discussing since the early days of the pandemic will soon be a reality, as some stay home and others opt to come into the office at least some of the time.
Despite these encouraging signs of a returning sense of normalcy, “reentry anxiety” is common. The future is uncertain, and we’re all navigating entirely new circumstances every week: What will the expectations of working in the office versus remotely be? Will socializing with colleagues be different now?
As we embrace a dynamic workforce, the best leaders will know how to effectively manage and support all employees — from those who enjoy being at the office to those who’ve grown to love working from home, and everyone in between. Here’s how they can go about doing so.
Go beyond flexibility by making work truly work for everyone.
Even as organizations begin to formalize their return-to-office plans, details are still hazy. Understandably, employees are unsure of how this “new normal” will play out. Flexibility alone isn’t enough for tomorrow’s workplace; simply offering employees the chance to work at home or in the office won’t set up your organization for success. Instead, organizations must rethink every dimension of their organization, from benefits to office technology.
I’ve written about the approach we’re taking at Okta — the pandemic accelerated our rollout of dynamic work, a framework prioritizing flexibility and personal choice that empowers employees to do their best, most fulfilling work. We rolled out a new marketplace of benefits via Espresa, allowing employees to select options (like virtual fitness classes or mental health resources) that best suit them. Our team uses best-of-breed cloud-based collaboration tools like Box and Slack whether they’re in offices or out, and we’ve noticed more and more companies deploying security tools like Palo Alto Networks GlobalProtect since employees are no longer working on office networks alone. Our offices will now act as experiential hubs, where teams can find spaces to work and brainstorm together.
To successfully lead a dynamic workforce, consider everything your employees need to be successful, wherever they’re working. Solutions will look different for every organization, but start with the same questions we did at Okta as we developed our framework: What technology infrastructure do we need for tomorrow’s workplace? How can we rethink the traditional workspace? How do we continually cultivate a great company culture?
Encourage empathy by considering employees’ individual needs.
At the onset of the pandemic, many pointed to remote work’s benefits like better work-life balance and more time to spend with loved ones. But as the year went on, the challenges of remote work outweighed the pros for many. Consider working parents. With daycares and schools closed for most of the year, many working parents struggled to juggle childcare and remote schooling with the daily responsibilities of their jobs. This is especially true for working mothers: One-fourth of women are considering downgrading or dropping their careers, and employment recovery is expected to take at least 18 months longer for women than men.
With greater flexibility and choice, each employee’s work-life will look different. Some will be ecstatic to return to the office almost every day, and others will happily continue working from home. A successful dynamic workforce will take into account all employees’ different circumstances and needs.
Managers must play an active role in this, displaying empathy across the workplace so all feel welcome. Speak with groups of employees, such as working parents, to understand their specific needs, hear ways to better support them firsthand and incorporate solutions into your dynamic frameworks. For example, we’re finding new ways to ensure working parents at Okta have the right resources and flexibility to be successful. But that’s only part of the answer. Flexibility must translate across every aspect of the workplace, virtual or in-person: Let employees know they don’t need to be on video for every call and that it’s alright if children are in the background of calls.
Empower employees by offering equitable career opportunities.
It’s estimated that almost a third of young adults relocated during the pandemic, often to different states and away from company headquarters. Many of these moves will be permanent. Some worry that those working remotely all or most of the time will soon be passed up for promotions once colleagues return to the office some of the time, debating whether those working from home will have fewer opportunities to get facetime with leadership, develop new skills or demonstrate managerial qualities. Others working remotely face cuts to their salary and equity awards as leadership recalibrates compensation across their organization.
To retain top talent and empower employees to do their best work, organizations must put new mechanisms in place to ensure everyone — no matter their location or number of days spent in the physical office — receives a fair shot at career advancement and growth opportunities. Data will be critical here; leadership needs to keep a close eye on metrics — especially pay and promotions — to ensure everyone is on an even playing field. At the most foundational level, organizations must invest in the proper training so that managers and other employees can avoid bias toward those in the office.
We’ve discussed the “workplace of the future” for quite some time now. Now is our chance to make it a reality and create tangible progress in our journey toward making workplaces as inclusive and empowering as possible.
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