Quoted in Los Angeles Times, June 2020

Ask for details, and come with ideas

For starters, talk to your boss and find out what the plan is. Be diplomatic and use “positive bookends” to frame your inquiry, recommends Lynn Taylor, a workplace expert based in Newport Beach and the author of the book “Tame Your Terrible Office Tyrant: How to Manage Childish Boss Behavior and Thrive in Your Job.” In other words, start on a positive note (something like, “Of course, I’m happy to have a job to go back to, I’m just curious…”) and end on one too (“I’m sure we’re proceeding with everyone’s health and safety in mind, and I know we’ll all navigate this new challenge as a team.”)

In between those bookends, ask for specifics, said Susan Inouye, an executive coach based in Los Angeles.

“Ask them to be clear about the rules they’re going to establish to keep everyone safe. Ask if the team can set up a Zoom time to discuss the rules so that everyone [including] senior managers can hear people’s feedback and ideas, and everyone can feel safe,” Inouye said.

When you approach your boss, have solutions already in mind. Offer to take the lead in developing the transition plan if there isn’t one already. You can suggest things like temperature checks, limiting the number of people in elevators and meeting rooms, rotating office schedules so not everyone is there at the same time, and making mask wearing mandatory for employees, clients and customers. The Occupational Safety and Health Administration’s guidance on returning to work and the NELP’s resource guide for workers offer more detailed ideas. California’s Department of Industrial Relations has state-specific guidelines.

“Instead of complaining and wondering and being uncertain about what your boss is going to do, ask and propose,” Inouye said. “Say, ‘Look, I was wondering what you’re thinking about because I have some ideas.’”