Harvard Business Review is excellent source of management & leadership modern practices.  As offices reopen from pandemic, going back to office after safety, benefits, and cost-savings of “Work from home” may present motivational challenges.   And many are worried about many things outside of work also.  The 5 areas detailed in the article can help overcome these challenges.

How to Help Your Team Get Out of a Lull (hbr.org)

“Going back to work feels like a reunion party that just can’t get off the ground. It’s nice to see everyone again, but there is no real spark,” a CEO answered when I asked her to describe the sentiment she was picking up on after people had returned to the office.

Right now, there is a clear and present need in most organizations, and among most leaders, to get everyone up to speed, to stimulate the hunger to win again, and to rekindle collaboration. But leaders I’ve worked with across a range of industries and geographies report that even though business is accelerating, and people say they are happy to be back and are optimistic about the future, they face an odd kind of inertia on their teams: Priorities are fuzzy, progress is slow, and social interactions feel somewhat awkward. Indeed, when I asked a senior leadership team to give a “weather report” on the energy of their team, the description that resonated with them the most was “bland with frantic bursts.

1. What Causes a Lull in the Aftermath of a Crisis
2. What to Do about a Lull
3. First, reboot leaders resist the urge to signal that they have all the answers
4. Second, reboot leaders renew the psychological contract with their team members
5. Third, reboot leaders skillfully cultivate “good drama” to elicit more energy from their teams.