新冠肺炎has given us an opportunity to embrace new working practices.
我们的研究表明，通过重新思考办公室的角色，我们有机会在我们的工作生活中激发更大的创造力，多样性和生产力。
在过去的一年中，更多的是我们的灵活工作和家庭工作的许多优势。然而，当“在家工作”成为“工作”时，它也警告了我们对个人健康和福祉的许多风险。因此，关键问题不应该是我们是否返回办公室，而是如何 - 更重要的是：什么？
Flexible working options can make an organisation more inclusive and therefore increase the diversity of people who are able to contribute. Flexible working hours may benefit working parents who can capitalise on time when they are without childcare constraints. Enabling home working removes the need to be physically close to an organisation’s base. This opens up a much wider geographical talent pool. It also offers more options for people with disabilities who have physical difficulties commuting.
As we gradually come out of lockdown, some leaders are urging a return to office life as usual. Goldman Sachs chief executive David Solomon even has gone so far as to describe home working during the pandemic as 'an aberration'. But leaders should not try to recreate their pre-covid cultures in a post-covid world. The pandemic provides an opportunity to build revitalized organizational cultures and explore the different reasons for which organizations may want their staff to return to the office. The answer to why people should return to the office will then inform any plans as to how this should be organized. Our research shows the office need no longer be a space where work gets done, but instead will become a space where community is shared, where ideas are exchanged and where innovation and mentoring happens.
那么办公室在大流行后的工作生活中应该有什么角色？
1)工作灵活增加克雷亚tivity and productivity
我们的研究，专业服务公司的职业道路和创新，已经表明灵活的工作安排可以提高创造力和生产力。
该研究的重点是专业人士苛刻的职业道路，在顶级律师事务所遵循。这些传统上涉及工作时间过长。为了解决这对专业人员的工作与生活平衡的负面影响，提出了更逐步的职业道路。
以这种方式解决工作与生活的平衡导致组织内部更大的创新。更少的工作时间和更灵活的工作和职业发展的方法具有更多的创造力：它可以进行更大的合作，因为具有不同专业知识的人可以聚集在一起解决挑战并找到解决方案。
In this way flexible working arrangements can particularly lead staff creativity to flourish when innovation is driven by people’s expertise rather than advancements in technology.
2）使用不同的空间，用于不同的工作
Different physical work-spaces are conducive to different types of work, our research has found. As leaders examine working spaces, they may find the traditional office environment is not the best for their organisation’s purpose or staff.
当工作人员负责处理多种职责时，这一点尤其明显。我们的研究表明，在空间之间移动有助于人们进入不同的心态。我们在伦敦的劳埃德（Lloyd's）和德国第一家伊斯兰银行（Lloyd's）和德国的第一家伊斯兰银行（Lloyd's）中发现了这一点。组织应腾出空间，并允许其员工使用该空间，无论是在家中还是在办公室环境中。
3) Go to the office to be creative and collaborate
我们需要询问未来的办公室。许多领导人的最初假设是，将来组织将需要更少的空间，因为人们将越来越多地在家工作。但是随着几周的过去，出现的图片要细微得多。我们确实知道，有些公司可以减少房地产，一些公司可以搬迁房地产。但是一些公司正在扩大房地产。
It is simply no longer about people working shoulder to shoulder in an open plan office. What we need the office for is far more creative work. When people come together in the office it is really about those people collaborating, working together. We will need bigger spaces for people to brainstorm in a covid secure way, where lots of people can get together, even if we will have fewer people in the office all together.
4) Go to the office for conflict too
Crucially, studies show both creativity and conflict are more difficult in remote settings. And both are vital for innovation. Studies show the barrier to speaking up and disagreeing is so much higher on a zoom call than in a face-to-face meeting. Creativity and conflict are two sides of the same coin. We have come to a good arrangement during the pandemic in keeping up business as usual but anything involving creativity and conflict will be much more difficult online. We find when you are in a video call people are more distracted, doing email and online shopping, which means they are less invested in the conversation. It is much more difficult to hold attention during an online call. This stunts innovation as people need to focus their full attention on issues in order to foster the creativity and conflict needed to create new solutions to deal with future problems.
5）办公室建立声望，骄傲和人际关系
The other thing that is important is trust and relationships. Again early on in the pandemic I started coaching professionals who were very excited about how well their relationships were going. But studies have shown it is more difficult to build relationships in the digital world. It remains important to have at least an initial meeting and establish trust. There is a place for both remote working and office working.
在后载后的工作世界中，我们不必进入办公室工作，而要进行创新，合作，战斗和满足与动物的社会需求。该办公室还带来了建筑，声望和自豪感。即使我们随后将这种感觉带回家，它也将成为建立公司目标感的地方。
