"In the home office we have to learn to set limits"

After the past few months, the number of infections is finally making it possible to maintain social contacts and meet people again. However, many do not want to go back to the office. Why?
Klaudia Brandstätter: Because many employees have gotten used to the advantages of remote work. Seldom before has flexible working hours and the compatibility of family, work and leisure time been as easy as it is today.

Also because the boundaries between professional and private life are becoming increasingly blurred.
They do, so it needs a framework. My tip is to establish certain routines that tell the brain, “Now you’re at work.” Daily work planning also helps to remain productive. And the conscious termination of work is also important in the home office. This is the only way to create differentiation.

Demarcation is one thing, being part of a team is another. Isn’t the latter lost?
Definitely, and many teams are now noticing that. Onboarding is also made more difficult under these conditions. Since forms of home office will remain in many cases, executives in particular are addressed in order to create conducive framework conditions for this.

Can chatting in the coffee kitchen be replaced by digital tools?
No, that’s why it’s so important that the teams see each other personally at regular intervals despite remote work. Specially organized “team days” in the office or abroad are best suited for this, where not only reflection is done, but also the “rules of the game” for working at home are worked out together. It is beneficial for team bonding when such meetings are accompanied by a fun factor.

What do you mean by rules of the game?
Clearly defined guidelines, for example how to deal with availability when working from home or how employees can best signal that they want to work undisturbed for a certain period of time. In this way, dissatisfaction and conflicts can be avoided.

Klaudia Brandstätter is a freelance (occupational) psychologist and runs the “Fit imberuf” practice.

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