In this conversation, Bart speaks with Alan Richardson, SVP of Talent Strategy & Solutions at RBC, about the bank's approach to bringing workers back to premises. Alan discusses why the bank decided last fall to ask employees to come together in person more, and what they've learned since. He discusses how to think about closing the "communication distance" and not just "physical distance", the essential role of tools and technology, and how managers have the most critical role to play. Alan shares some of the challenges of hybrid work arrangements and how the bank has sought to be empathetic and intentional in this move. Finally, in a new introduction and conclusion, Alan discusses why the bank's CEO Dave McKay recently asked workers to be in person even more... and what the future may hold. This is an invaluable discussion for any leader wrestling with the balance of creating connection in this new era of hybrid work.
Read more about RBC's people and culture here: https://www.rbc.com/newsroom/people-culture/index.html
00:29 Intro
01:03 Welcoming Alan
01:18 Follow-up notes on announcement
02:10 Making exceptions more consistent
02:55 The real value of coming together
03:59 Humility and care of RBC's approach
05:47 What has worked and what challenges 6 months in?
06:54 Structure helps with flexibility
07:22 RBC's 3 days a week
10:34 Misconceptions and trust issues
12:06 What are we really after here with this return to work?
12:25 Challenge of communication distance vs physical distance
13:01 Example of red line / Cuban crisis
13:44 There are tools that can close communication distance
15:31 Keys to closing communication distance
15:49 What in-person does for teams
16:15 Build a foundation for the architecture of problem-solving
16:58 Ability to use the technology is key
19:02 Employees have a strong voice now
21:10 Ensuring the return to work is better than before
21:26 Equitable, inclusive experience
23:38 How are you advising leaders to deal with the return to work?
24:37 Different approach is needed across RBC
25:54 Hold managers accountable to have those conversations
26:58 Guardrails for the return to work conversation
27:21 Depends on the type of role
27:50 Beliefs around inclusion
29:41 Hybrid is more work
31:11 It's really change management
31:59 What are the conversations that need to happen in the next 6 months?
32:30 Are things clear enough?
33:05 Between senior level and managers
33:59 People and their teams
34:34 Bart sums it up
35:42 The benefits of getting it right are real
36:40 Thank yous
38:52 Outro
