Return to Office, Still trending
While this topic isn’t new, we’ve seen an even bigger push to get employees back into the office post-Labor Day. We now see many companies enforce at least three days per week in the office and some even back to a full 5. However, there is still resistance among employees to go back onsite. In the past 12 months, fully flexible companies grew headcount by 5.6%, whereas full-time in-office companies only grew by 2.6%.*
So what’s the solution? The key to overcoming resistance to returning to the office lies in understanding the underlying concerns of employees and addressing them proactively. With empathy, flexibility, and creativity, companies can create an environment where employees are eager to return and thrive. Remember, it's not just about getting people back in their seats, but fostering a space where they feel valued, supported, and motivated.
Here are some of our tips to help:
Clear Communication
This is an essential first step. Communicate the benefits of working from the office. Perhaps it's faster access to resources, better team dynamics, or even just the joy of a change in environment. Make sure employees understand the tangible and intangible advantages.
Opportunity for Feedback
Create a system where employees can share their concerns, suggestions, or feedback about returning to the office. This way, they feel their voices are being heard, and you can adjust strategies accordingly.
Foster Community
Make coming into the office centered around employee bonding and less about the office space. Employees like going into the office to mingle with co-workers, so focusing on this will make them more likely to want to come in. It’s also important to emphasize that office days are for collaboration, ideation, connectivity, and team building versus computer work time. Plan free lunches, happy hours, and other fun group events that allow employees to socialize.
Travel Stipends
Consider increasing salaries, providing commuter benefits, or a monthly stipend for commuting costs. After seeing how much money they can save by not commuting daily, spending money going into the office is not ideal for employees.
Relaxed Dress Codes
Ditch the stiff dress codes (yes, we’re looking at you, financial industry). Employees who don’t have to go out of their way to buy new, work-specific clothes will be more inclined to come into the office.
Provide Childcare and/or Elder Care
For many employees, the ability to look after children or elderly family members while working from home was a boon. Offering on-site childcare or partnering with local care services can be a game-changer for many.
Invest in Continuous Training
Professional growth is a significant motivator. Offering in-office training sessions, mentorship programs, or guest speaker events can be a strong pull for employees
Pet-Friendly Policies
Your employees may have become extra attached to their furry friends while working remotely. Allowing employees to bring their pets to work is the best way to combat this concern, and an added benefit is the impact this will have on company culture and morale
On-Site Amenities
This one may sound a bit excessive, but if you have the budget, offering on-site amenities such as a gym, nap pods, and even a hairdresser on-site can really help encourage employees to return to the office. These conveniences merge work with personal tasks, recreating the flexibility of home where one can intersperse work with daily chores. By providing such amenities, companies emulate the best parts of remote work, encouraging a seamless integration of professional tasks with personal well-being, all under one roof.
Sources:
*Proof that forcing workers back to the office is backfiring. (n.d.). Fortune. https://fortune.com/2023/08/07/forcing-workers-return-to-office-backfiring-flexible-workplaces-hiring-talent-twice-fast-full-time-attendance/
