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As we are thinking about what the next ~year looks like in our organizations--the "new normal" until a treatment or vaccine is (maybe) available--one thing we haven't talked about much is the requirement for a mutual trust that we will all abide by a shared social contract. /1
Most have spent the last two months sacrificing personal freedom and space, trapped at home with kids and/or away from loved ones, both for their own protection, but also for the collective good. There is a sense of solidarity and community in shared sacrifice. /2
But the social contract in the workplace is more tenuous; it is dependent on the leadership & culture of the organization and in turn, whether it is a place of high trust or low trust. For this to work, staff need to have faith in 1) management, and 2) each other. /3
Many workplaces will soon be asking staff to assume a greater level of personal risk by returning to physical workplaces where necessary. Staff need to feel that management is being transparent & proactive, that they genuinely value the health & safety of their employees /4
Staff also need to have trust that their colleagues will all abide by safety and hygiene measures, they will maintain social distancing and avoid engaging in risky behaviour. Everyone is on edge and their tolerance for perceived deviation is razor thin right now. /5
When designing back to work plans, organizations *must* address culture head on. You cannot rely on adherence to a social contract if there isn't one and your plans must account for this. But you can start building trust today by being open and honest with your staff. /6
Tell them as much as you can. Admit what you don't know. Allow staff to participate in designing a back to work plan. Get them invested in the process and they will take ownership over the outcome. They have just as much riding on this as you do. /7
And most importantly? Walk the talk. If you can't provide adequate PPE or disinfectants, don't say you will. Don't open until you can. If you say staff must stay home when sick, don't penalize them for doing so. Lead by example Organizational trust is so very fragile right now /8
