不回辦公室,，就能解決職場(chǎng)心理問(wèn)題嗎？
Sophie Mellor
2021-06-15
對(duì)很多上班族來(lái)說(shuō),，在過(guò)去的16個(gè)月中,，工作與生活之間的界限日漸模糊，工作甚至已經(jīng)延伸至個(gè)人生活的各個(gè)角落。
在《財(cái)富》全球論壇上,，麥肯錫（McKinsey）的北美執(zhí)行合伙人利茲·希爾頓·塞格爾說(shuō)：“（工作與生活之間的）界限已經(jīng)完全消失,。”
麥肯錫的研究顯示,，44%的上班族對(duì)重返辦公室持有負(fù)面看法,。塞格爾表示，在人父人母,、千禧一代和美國(guó)黑人等特定群體中,，該數(shù)值甚至更高。
塞格爾認(rèn)為,，在重返辦公室的過(guò)程中,，企業(yè)和管理層應(yīng)該對(duì)包容性和改善員工心理健康狀態(tài)予以足夠重視。管理層應(yīng)當(dāng)詢問(wèn)員工：“有沒(méi)有遇到什么讓你無(wú)法高效工作的困難,？你是如何應(yīng)對(duì)的,？”
根據(jù)《財(cái)富》雜志對(duì)論壇與會(huì)者進(jìn)行的粗略調(diào)查顯示，推行更靈活的工作時(shí)間和混合工作模式是提高職場(chǎng)心理健康水平的重中之重,。
希爾頓·塞格爾說(shuō)：“希望我們可以擺脫過(guò)去那種‘個(gè)人生活是我自己的事情,，我不想談，大家也最好當(dāng)它不存在’的心理模式,，如果真能夠做到這點(diǎn),，也算疫情做了一件好事情,?！保ㄘ?cái)富中文網(wǎng)）
譯者：梁宇
審校：夏林
對(duì)很多上班族來(lái)說(shuō)，在過(guò)去的16個(gè)月中,，工作與生活之間的界限日漸模糊,，工作甚至已經(jīng)延伸至個(gè)人生活的各個(gè)角落。
在《財(cái)富》全球論壇上,，麥肯錫（McKinsey）的北美執(zhí)行合伙人利茲·希爾頓·塞格爾說(shuō)：“（工作與生活之間的）界限已經(jīng)完全消失,。”
麥肯錫的研究顯示,，44%的上班族對(duì)重返辦公室持有負(fù)面看法,。塞格爾表示，在人父人母,、千禧一代和美國(guó)黑人等特定群體中,，該數(shù)值甚至更高。
塞格爾認(rèn)為,，在重返辦公室的過(guò)程中,，企業(yè)和管理層應(yīng)該對(duì)包容性和改善員工心理健康狀態(tài)予以足夠重視。管理層應(yīng)當(dāng)詢問(wèn)員工：“有沒(méi)有遇到什么讓你無(wú)法高效工作的困難？你是如何應(yīng)對(duì)的,？”
根據(jù)《財(cái)富》雜志對(duì)論壇與會(huì)者進(jìn)行的粗略調(diào)查顯示,，推行更靈活的工作時(shí)間和混合工作模式是提高職場(chǎng)心理健康水平的重中之重。
希爾頓·塞格爾說(shuō)：“希望我們可以擺脫過(guò)去那種‘個(gè)人生活是我自己的事情,，我不想談,，大家也最好當(dāng)它不存在’的心理模式，如果真能夠做到這點(diǎn),，也算疫情做了一件好事情,。”（財(cái)富中文網(wǎng)）
譯者：梁宇
審校：夏林
For many office workers over the past 16 months, the lines between work and home have blurred. Work has seeped into our personal space and time.
“The boundaries are completely gone,” says Liz Hilton Segel, managing partner of North America at McKinsey, at Fortune’s Global Forum
According to research done by her firm, 44% of office workers have negative feelings about returning to the office. Those numbers, she said, were even higher among certain subpopulations: people with children, millennials, and Black Americans.
Bringing people back to the office will require a focus on inclusion, she suggested—and that managers question employees about how their mental health can be bettered. According to Hilton Segel, managers should be asking: “Is there something foundational that is holding you back from being able to work most productively, and how are you tackling that?”
According to a rough poll of forum attendees conducted by Fortune, the most important thing they thought could be done to improve mental health in the workplace is allowing more flexible working hours and hybrid work models.
“Hopefully one of the positive sides of this COVID-19 moment is that the mental model from before, which was, ‘My personal life lived behind a curtain, and I didn’t discuss it and I didn’t even acknowledge that it existed,’ is a thing of the past,” says Hilton Segel.
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