Introduction
Over the last three years, remote and hybrid working have reshaped workplace norms and given employees increased power with regards to flexibility and where they work. A recent report published by CIPD highlights that 83% of organisations have a form of hybrid working in place at the moment. Looking at the wider impact of hybrid working post-pandemic, firms who offer it to their employees report that attraction and retention of talent is up 61% and 53% of firms state they are able to recruit a more diverse workforce. However, the negative impacts that remote working can bring are that employees’ connection with the purpose of their organisation is reported to have fallen by 21% and managers’ abilities to effectively lead their teams is down by 18%. As we move out of the Covid-19 era, the media is abound with stories of Companies forcing a return to the office. In this article, we explore what impact that might have on employers and employees.
Why are Companies Planning to Force a Return to the Office?
Firstly, one change that Companies have noticed as an effect of remote working is a decrease in the talent pipeline, particularly those in junior and graduate roles who have started their careers working fully remotely as it has been reported that they do not have the same soft skills as those starting off prior to Covid-19 would have had. One Executive Search and Talent Consulting firm has stated in a report published by The Guardian that a genuine problem they are seeing is graduates unable to effectively engage with people as they “never had the learning by osmosis that you get in an office experience.”
Some firms are claiming the need to return to the office is because they are reporting a fall in productivity and innovation levels of their workers. Researchers at Microsoft have called this “productivity paranoia” because 87% of workers feel more productive at home but 80% of managers disagreed with this statement, as reported by the BBC News. Other business leaders have insisted that remote working compromises productivity and is not viable as a long-term option for companies. Disney’s CEO, Bob Iger, is demanding a return to the office four days per week because “nothing can replace the ability to connect, observe, and create with peers that comes from being physically together”, and Amazon has issued a warning to staff who are not spending at least 3 days a week in the office, as they feel that office working encourages more “collaboration and energy” amongst their staff.
Another reason many Companies are insisting on a return to the office is the effect that remote working is having on organisational values and culture. A recent article on LinkedIn has highlighted that the negative effects of fully remote working may even include a reduction in employee loyalty and engagement over time. People who have a ‘work best friend’ in the office are seven times more likely to be engaged in their job. Some managers have also raised alarms over remote workers having “no unifying cultural experiences” which hinders collaboration and communication amongst teams.
What are the Likely Effects of Forcing a Return to the Office?
Research carried out by CIPD has found that about 4 million people – 12% of employees – had changed careers due to a lack of flexible working and 2 million (6%) had left their job in the last year. This study shows that offering flexible working remains a huge benefit when attracting and retaining staff. Continued research into flexible working highlights that it remains a key factor in tackling skills shortages for companies and encourages open and transparent relationships between managers and staff.
Workers are content in their remote set up and are resisting the forced return to work because they don’t agree with their company’s reasons for it. “I want you back, I don’t want you at home. I don’t trust you” is a common interpretation amongst employees when asked to return to the office more. For many organisations, this is simply not the case, and it is important therefore that the way in which the ‘return to the office’ is managed ensures that employee engagement and commitment remains high.
Tips for Managing a Return to the Office
A key task for employers is to assess their office space and equipment and decide if these are adequate and suitable for ensuring a smooth transition back into the office for their staff, particularly for organisations who are working fully remotely. A recent Forbes survey indicates that 93% of respondents believe their organisation could do more to enhance the in-office experience which would encourage workers to make a return back. Ways to do this could be providing extra amenities to staff in the form of a coffee machine or breakfast items. A further study has highlighted that 61% of companies are making changes to the physical workplace, in the form of standing desks or quiet working pods. Similarly, 39% have revamped their office by playing music or creating social spaces. The Belfast Telegraph has reported various incentives that employers could put in place to encourage staff to return to the office. Examples include bike storage facilities, showers, free or subsidised gym facilities, social events or an on-site café.
If you find that your staff are resisting a return, here are some useful tips that you should consider. Firstly, strong communication and engaging with staff is key to ensure you explain the rationale behind why the company has decided to increase office attendance so employees can see the benefit of it. This could be done through focus groups or workplace townhall meetings. Gartner research states the top three reasons why employees enjoy going to the office are to build relationships, collaborate with their teammates and incorporate a change into their daily routine. Explore any objections that staff raise and work together to devise reasonable solutions, whilst being transparent and specific about your plans as this drives trust. Finally, remaining flexible is paramount to maintain employee satisfaction within the company and if employees are unwilling to return, gather data to assess why and adjust the plan if required, instead of forcing them.
A Harvard Business Review survey has highlighted that Companies need to provide compelling reasons for their employees to come back into the office. When employees were asked what would motivate them to return to the office, 84% responded that they would go in to socialise with coworkers and 74% would go to the office more frequently if they knew that their “work friends” were there. Setting the stage for meaningful connections should be at the centre of every organisation’s return to office plans.
To ensure a smooth return into the office, it is important to highlight the new norms to be expected. Establish the critical moments, such as key meetings or group communications, in advance and let staff know whether these will be done in the office or virtually so that they can plan their working schedules accordingly. Another consideration could be to initiate meeting-free Fridays as employees will be recharged from in-person connectivity earlier in the week and will then have uninterrupted focus time to ‘get things done.’
Summary
Forbes outlines that it is expected around 90% of companies will return to the office by 2024, with only 2% saying that their company never plans to require employees to return to working in person. Employees may well feel they've proved that they can be productive at home, and that the reasons companies say they want them back in-office don't stack up. To overcome any resistance, it is important for companies to establish future working patterns that appease all sides, but this will be a complex process. If they don't, and workers look for better options, they might well vote with their feet, resulting in high turnover issues. Ultimately, there is no denying that employees have different expectations around workplace flexibility since Covid-19 and so organisations must remember this when making plans for returns to the office. From the research, it is clear that putting people at the centre by fostering connection between employees is key to the new role of the office.
Sources
- Flexible and hybrid working practices in 2023 | CIPD
- ‘Never again’: is Britain finally ready to return to the office? | Working from home | The Guardian
- https://www.cnbc.com/2023/01/09/disney-ceo-bob-iger-tells-employees-to-return-to-the-office-four-days-a-week.html
- (6) How Does Remote Work Impact Your Company Culture? | LinkedIn
- Bosses think workers do less from home, says Microsoft - BBC News
- https://blogs.gartner.com/power-of-the-profession-blog/how-to-manage-return-to-office-or-revised-hybrid-work-mandates/
- https://hbr.org/2022/09/to-get-people-back-in-the-office-make-it-social
- https://envoy.com/blog/getting-employees-back-to-the-office/
- https://www.forbes.com/sites/shephyken/2023/09/24/nine-out-of-10-companies-will-require-employees-to-return-to-the-office/?sh=139b407c2baf
- https://www.forbes.com/sites/glebtsipursky/2023/07/08/how-to-overcome-employee-resistance-to-returning-to-the-office/?sh=65ed454917d8
- https://www.belfasttelegraph.co.uk/business/jobs/ni-firms-offering-incentives-to-get-staff-back-into-office/a1755600804.html
Legal Island Training Resources for Your Staff
Managing and Motivating Remote Workers | eLearning Course
Are you responsible for overseeing the implementation of training for all employees in your organisation?
Since the COVID-19 pandemic, organisations have offered office-based workers remote working options on a permanent basis. Therefore, it is necessary that managers are trained to optimise team performance. They also need to protect the wellbeing of each team member, whether they all work remotely, or some are based in the office and are part of a hybrid team.
Legal Island has created an eLearning course in partnership with Think People Consulting that will provide managers of remote workers with the tools to manage and motivate their teams, optimise performance, and achieve organisational goals.
Click here to view our course on managing and motivating remote workers.
Continue reading
We help hundreds of people like you understand how the latest changes in employment law impact your business.
Please log in to view the full article.
What you'll get:
- Help understand the ramifications of each important case from NI, GB and Europe
- Ensure your organisation's policies and procedures are fully compliant with NI law
- 24/7 access to all the content in the Legal Island Vault for research case law and HR issues
- Receive free preliminary advice on workplace issues from the employment team
Already a subscriber? Log in now or start a free trial