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The Impact of a 'Divided Workplace'

Charlie Revill

Hi There,

I wonder if there is anybody out there experiencing a similar situation to me?

I work for an NHS Provider and very recently under government advice the majority of 'support teams' (non clinical) began working from home.  Whilst this has caused no 'productivity issues' we are certainly feeling a 'divide' between those that have remained on site and those working from home.  This is evidenced by 'jokes'  directed at support teams and a sense that those homeworking are no longer part of the 'front line' in the battle against Covid.  I realise that this is certainly a highly sensitive time which potentially makes it more difficult for 'jokes' to be brushed aside and causes 'hyper-sensitivity' but as an organisation I fear that this could have a long term impact on culture. 

We have sent out communications referencing being 'one team' but I do not believe this is suffice and really feel more powerful interventions are required.  Interventions however that do not further exacerbate the divide. I want to remain balanced and understand the issues from both sides of the divide.

It would be really helpful to know if anybody is experiencing a similar situation - or is there a sense that this is a truly difficult time and everybody should 'just get over it'.  Its a bit lonely in HR at the moment!

Many Thanks

CLR

Parents
  • Mine is a a different situation, but I work for a local Council and we have staff working on, and reassigned to, the front line in terms of delivery of care and also delivering food parcels etc. Other of us work in support roles and are working from home. The Director of what would essentially be classed as 'support services' says that 'there is no such thing as a back office function'. He holds weekly briefings and explains both what the Council is doing and how our 'support functions' are contributing to that. Knowing that our Director values our contribution and having a wider understanding of our own role in fighting this virus is very morale-building.
  • in reply to Jo Lockyer
    Brilliant and impressive approach, although more suited to (comparatively) small teams where the "administrative" status of team members is similar between "hands on" and "hands off" functions, but I would guess feels great to be part of and contributing to.

    One of the good things that might come out of this tragedy is that organisations will be drawn together around real leadership and, if carefully nurtured as things get back to (the new) "normal", those relationships can be built on and focussed upon shared interests within businesses, institutionalising engagement throughout policies, structures, and mutual respects.

    Our job to do tomorrow, maybe.... :-)

    P
Reply
  • in reply to Jo Lockyer
    Brilliant and impressive approach, although more suited to (comparatively) small teams where the "administrative" status of team members is similar between "hands on" and "hands off" functions, but I would guess feels great to be part of and contributing to.

    One of the good things that might come out of this tragedy is that organisations will be drawn together around real leadership and, if carefully nurtured as things get back to (the new) "normal", those relationships can be built on and focussed upon shared interests within businesses, institutionalising engagement throughout policies, structures, and mutual respects.

    Our job to do tomorrow, maybe.... :-)

    P
Children
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