Amal Reddy has asked every team member to send some thoughts on how, where and when they can work better as a team. As the sales & marketing head for a global bank in London, she is starting to prepare the return to the office after a year of lock-down.
Following the awful 2020 results, Amal's sales targets are more aggressive than ever. As much as she trusts each individual in her team, she has been noticing that the communication is not as fluid and spontaneous as before.
On top of all this, Amal's manager, Alex, is openly pushing everybody to return to the office as soon as possible.
Glancing through the emails, she is surprised to see how meticulous her team members have been with their feedback. She congratulates herself for involving everyone, especially her key account manager, Nathalie Sanchez, who has sent a comprehensive (wish) list:
TO: AMAL READDY
FROM: NATHALIE SANCHEZ
SUBJECT: IDEAS & COMMENTS RETURN TO THE OFFICE: MY LIST!
Staring into the garden, Amal realises this will be far more complex than she had imagined. Roger and Satu, the newly recruited super talents, are longing to get everyone back together in the office. Miriam, her head of marketing, did not even respond: is she close to burnout? Alex “green” Jansen is probably still thinking about his dream to get into volunteering.
She feels confused and trapped: all these ideas and requests could easily threaten the long term performance and the dynamics of the group. Where do I start? Why does HR not send out some guidelines and policies?
What would you advise Amal to do / where would you recommend her to start?
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