Recovery, Renewal, Resilience

With social distancing, limited public transport, and advice on safe working practices, some employers have closed work sites and have required staff to work from home. Many staff report that they work from home diligently, often putting in extra time to support their employer. However, some staff report suspicion that colleagues who are being paid to work from home are not working diligently; for example, logging onto work but not working, failing to attend meetings or provide agreed deliverables, enjoying alternative activities when they should be working, or working reduced hours. In recognition of the disparity between peoples' approaches to working from home, consider:

• how perceived disparity of effort may build resentment across the workforce
• how resentment may manifest itself, create difficult interpersonal working environments, and when intervention from senior staff is needed
• whether this perceived disparity will change work cultures and expectations beyond COVID-19

To address any resentment, consider:

• keeping an open mind on why resentment has developed
• addressing resentment by talking with staff regularly and when resentment is first detected
• identifying how different staff contribute to the organisation in different ways and why these may not always be visible to other colleagues
• communicating justification for work allocation across staff, ensuring fairness at work
• how the organisations may support staff to improve arrangements for working from home
• when conversations are needed to address performance concerns