What LinkedIn Members are Saying About Returning to the Office

BY Syretta Williams
8/12/2020 - HVAC Employment , COVID-19

Before the pandemic, my morning routine included a 30 - 45-minute drive to the office of unproductive time. However, like most of you, my routine has changed drastically as we continue to work while trying to cope with the effects of COVID-19 on our world. Nowadays, rather than driving to the office, my morning routine now begins immediately with production just before 8 A.M., where I turn on the computer, get the coffee going, and begin reviewing my first batch of emails with news playing in the background for noise. I use this time to help me gain awareness of what is going on in the world, what happened overnight and how that news might affect our members as HARDI seeks to provide them with unique content that directly affects their business operations.

Monday, August 3rd, as I was getting my day underway, I happen to catch a segment of The New Normal series on CBS News[i] about What LinkedIn members are saying about returning to the office during the COVID-19 pandemic that I thought was very interesting and wanted to share it. The news piece talks about how employees feel about returning to work and what employers can do to help them feel more comfortable doing so. Here are the highlights of the seven-minute interview with LinkedIn News Editor at Large, Caroline Fairchild:

  • 00:20 – Advises that 57% of employees say that they are not comfortable returning to work.
  • 00:31 – The segment begins to collect feedback from three different women who share their experiences, fears and concerns about returning to work and balancing that demand with personal life struggles including children returning to school.
  • 2:00 – News Anchor Jericka Duncan begins to interview Caroline Fairchild asking her to expand upon what assurances should employers be providing to employees as they return to work.
  • 3:17 – Fairchild shares statistics on employees who are trying to manage childcare with working remotely.
  • 3:55 – Duncan and Fairchild discuss the data around women and how they might be struggling to balance work and childcare during this pandemic. Fairchild goes on to clarify the lower hiring rate of millennial women that are being hired or applying for jobs due to these constraints.
    • This group might be an untapped market of recruits if employers can help make accommodations at work.
  • 4:58 – The two go onto to discuss what has been done to reduce the fear for the employees who are not fearful to return to work.
  • 5:58 – Jericka asks Caroline to explain what the number one leadership trait is for leaders to have during this time that will allow their employees to feel comfortable to voice their concerns about returning to work.
  • 6:32 – Fairchild closes with tips on how to discuss working remotely with your employer to help reassure production.

I hope you enjoy the learning opportunity as much as I did in this interview. With the knowledge of this information, what does this mean for your organization and your leadership style? Perhaps it is time to take a step back and assess the situation reflecting on what your organization is doing as the seasons change and your employees are on the cusp of dealing with new stressors and unknowns amidst the pandemic. Do you know where to turn to for support and resources to help you and your employees continue to navigate a healthy work-life balance?

Remember that HARDI has resources and solutions for its members who may be dealing with these concerns and difficult conversations:

  • Training courses on tips around working remote productively and managing remote teams

We are here for you and promise to continue to provide you with as much support, resources and content during this difficult time and beyond. If you have any questions on this or any other HR related topics please use this form to submit them.


For additional assistance on this or other compliance, HR or training and development matters be sure to seek assistance through our HR Consulting Services or contact Syretta Williams. We are all in this together.

[i] Please note that this publication is not advocating or advertising for any one news outlet or platform