This is part of a series of articles where we tackle pertinent issues relating to HR management in small to medium-sized businesses.
The pandemic has significantly altered how businesses function, with many organisations having made the shift to remote work for several years now. As the global situation improves, we have seen businesses decide when and how to bring their employees back into the office. This article discusses the risks and benefits of returning staff to the office and how you can guide your business through this transition.
Benefits of returning to the office
Whilst many workers have grown to enjoy the freedom and ease of working from home, there are several organisational opportunities that are missed and can be gained from having a critical mass of workers in the office. For example:
- Improved collaboration – although technology enables remote collaboration, in-person interactions can foster better communication and teamwork. Bringing employees back to the office can enhance cooperation and lead to more innovative ideas.
- Enhanced company culture – remote work can make maintaining a solid company culture challenging. Returning to the office can help re-establish a sense of community and shared values among employees.
- Easier onboarding – onboarding remote employees can be challenging, particularly for new hires who have never met their colleagues. Bringing employees back to the office can facilitate more effective onboarding and integration of new team members.
- Increased employee engagement – while some employees thrive in a remote setting, others may struggle with feelings of isolation or disconnection. Returning to the office can help increase employee engagement and morale. It also improves the emotional connection between employee and company which can reduce unwanted turnover.
Risks of mandating returning to the office
Despite the significant benefits of returning workers to the office, there are still some risks and challenges to consider.
- Employee resistance – some employees may have adapted well to remote work and may be reluctant to return to office. It is essential to address their concerns and needs individually. One size fits all will not work.
- Health and safety concerns – despite improvements, the pandemic is not entirely over, and bringing employees back to the office might pose health and safety risks (both physical and psychological). Companies must stay vigilant and implement appropriate measures to minimise these risks.
- Loss of productivity – adjusting to a changing work environment can affect employee productivity and even turnover. Companies should expect a period of adjustment and be prepared to support their employees during this time.
- Increased operational costs – remote work has allowed some businesses to save on operational expenses. Returning to the office may lead to increased rent, utilities, and office maintenance costs.
The solutions
In our experience, finding the right balance specific to your organisation and unique culture is the solution. Ensuring a healthy balance between work-from-home and the office is the key. It is also critical in attracting and retaining the right staff.
Here are some suggestions:
- Establish an overarching principle that will work for your whole business. For example, a 50/50 70/30 or even 80/20 per cent work from office and home scenario. This sets the company expectation but allows for individual and team flexibility in terms of days and times worked in the office.
- Empower your team leaders to work flexibly with individuals on how they adhere to the principle. This helps to ensure that the organisation’s overall split between home and office is being maintained but there is flexibility for various functional teams on what days they come together versus work from home and how the team ensures coverage for customer and training requirements.
- If you must have 100 percent in the office, consider what benefits you will offer to counterbalance the lost opportunity to work from home (such as a nine-day fortnight, RDOs, adjusted start and finish times to avoid peak hour traffic etc.).
- Consider the rules for new employees and those on probation so that you can upskill and immerse new employees into your culture and have them make an impact in a shorter period of time. It may be that they earn the right to move to partial work from home after they successfully complete their probation.
- Many companies are also using incentive such as updated workplaces, cooked lunches, subsidised car parking and even introducing wellbeing activities such as yoga to increase the attractiveness of working in the office.
How Innov8te can help
We understand the complexities of returning to the office after years of remote work and we can help you manage the challenges involved with navigating this transition.
Managing potential employee resistance
Our team is highly skilled at people management and we can assist you with the negotiation and getting everyone across the line.
Updating company policies and procedures
We are well-versed in workplace laws and regulations and is able to offer sound advice, ensuring your business adheres to the latest regulations.
Implementing change management
We can help you develop strategies to address employee concerns, communicate the benefits of returning to the office, ensuring a smooth transition for everyone.
Employee training and development
Help your employees adapt to changes in the workplace by enrolling them in our coaching programs and training sessions. These programs are specially designed to equip everyone with the knowledge and skills needed to thrive in their roles and excel in the new environment.
In conclusion, the decision to bring employees back into the office after years of remote work is not without its risks and benefits. With some careful thought and consideration, businesses can successfully navigate this transition and create a productive and collaborative office environment. Reach out to Innov8te today to explore how we can support your business during this critical period.