Systemscope reopened its physical office this week. As of September 14th, any staff member who wanted to transition back to working in the office, full or part time, had the option to. As we prepared and actually reopened, we identified three best practices that worked well for us: good communication with the team, clear signage and flexibility.
Category: Change Management
As we continue to work from home due to COVID-19, we’ve realized how much we miss our office space. It’s not only a place where we gather to punch the clock, it’s a place where we argue over where the best pizza spot is, host taste tests to determine whether organic is better than conventional fruit and have indoor snowball fights. Yes, we have done all of these recently.
We are Lisa and Evelyn, and we have decided to talk about our friendship, the benefits of office friendships and how workplaces can support them, as well as some of the lessons we’ve learned along the way.
There is a lot of discourse about working from home right now. It’s understandable, COVID-19 has forced us to embrace working virtually from home offices.
This is not ordinary remote work. Traditional work-from-home scenarios have been up-ended as people try to simultaneously juggle work, family and self-care under a higher amount of stress. Some days are better than others.
The release of the Auditor General’s 2018 reports highlight that “the federal government has a culture problem that makes meaningful change difficult.” Part of this is due to the fact that “politicians think from election to election, which can undermine public servants’ efforts to bring in a longer-term plan.” This drives a culture of short-term thinking that places more emphasis on trying to prove quick results rather than on trying to change the inefficient ways of working. read more
Many departments have made employee engagement a priority focus area over the past few years. Even so, the Public Service Employee Survey (PSES) results in this area have remained relatively consistent since 2011. With so much investment going into transformation these days, how will we truly change without an increasingly engaged workforce? read more
As a partner of a strategic consulting firm working with the Government of Canada on major transformation initiatives, I take great pride in leading a Learning Organization, intent on researching, developing and actively sharing our intellectual property, methodologies and knowledge.
To continually challenge our way of thinking and connect the dots between our learning resources, methodologies and service offerings to our clients, I often read the Harvard Business Review (HBR), whose articles are as foundationally relevant today as they were 25 or even 50 years ago. Recently, I was prompted to think about the state of managing in a time of change when reading a recent HBR article that claimed 83% of Public sector re-orgs fail (Making Government Re-Orgs Work – April 2017). Given the current flux related to new strategic approaches directed by the GC Policy on Results, what can we learn to enhance our likelihood of success on government transformation initiatives? read more
In today’s modern world, change is underway within our workplaces. In the public sector, more and more employees want flexible schedules, better technology, and employers are struggling to attract and keep new talent. Moving forward, what role does government, its organizations and every individual play modernizing workplaces?
Here are some of my thoughts about the role we all play in workplace transformation.
Every generation has faced its mountain of criticism and negative stereotyping. It shouldn’t come as a surprise that the millennial generation (approx. age 16-34) is no different. This criticism seems to reach new heights when the generation clash occurs within the workplace. This is nothing new as the value of ‘experience’ usually clashes with the value of ‘new ways of doing things’. read more