Will your return-to-office policy work?

A recent survey by the British Chambers of Commerce provides some interesting insights. Almost half of UK companies say they expect to see all employees working on site in the next 12 months. There are differences according to business type, with manufacturers leading the way. However, one in 10 confirm this requirement has already caused resignations. 

 

While many smaller businesses have found remote and hybrid working effective, larger organisations have a different view. For example, since June Morrisons has required its head office staff to work on-site five days per week. At the beginning of the year JP Morgan Chase told employees they must work from the office for five days a week. Amazon has told administration teams they must work in the office full time from January. However, employees value more flexible working arrangements which improve work-life balance and increase personal choice. 

 

Falling productivity may be increasing pressure for the return-to-office movement. Almost a quarter of UK businesses have concerns about declining performance in the last year. Bringing everyone back into the workplace is a visible change they could argue will make a difference. Other benefits could include team building, faster decision making and accelerated innovation. 

 

People starting out in their careers can learn a lot from experienced colleagues, so informal, in-person contact is important. Relying on online training can’t adequately replace this experience. Workplace relationships help to set goals and track progress. These provide important context for high-performing teams. 

 

Poorly implemented return-to-office policies can damage morale, undermine teams and drive away talented employees. A rigid, top-down approach in a large organisation can feel process-driven rather than people-driven. Taking away middle management flexibility to enable hybrid working can damage relationships and trust. 

 

The real productivity challenge is not working in the office but setting and managing achievable objectives. Employee productivity can either improve or decline with the introduction of specific working patterns, depending on your approach. 

 

Some employees may thrive in a busy workplace, but others could find it stressful. One study found over half of employees said flexible and hybrid working helps them manage mental health struggles. Recognising the implications for employee wellbeing is another concern that employers must address. 

 

How ever strong you might feel the business case for a return-to-office policy, poor implementation could lead to problems. Here are some steps to improve the likelihood of success. 

 

Employee involvement. Starting a conversation with employees as soon as possible is an important first step. 

 

Consultation. You might not have considered some important implications of changed working patterns. Asking for feedback can help you avoid some significant pitfalls. Showing you have listened to what people tell you helps build trust. 

 

Timing. Flexible and hybrid working has allowed employees to change arrangements for childcare, family responsibilities and even dog walking. Allowing enough time to make other arrangements will help the transition. 

 

Planning. When you look at the implications of everyone returning to the office on the same day, you might want to reconsider. A phased approach could help overcome some of the practical and administrative challenges. 

 

Rewards. Your employees could feel they’ve lost something they value. Offering rewards and benefits could help the process run smoothly. Perhaps consider gym memberships, salary sacrifice schemes for bicycles or other transport, or a points-based system. 

 

Recognition. Run some staff competitions to show how your return-to-office policy has improved productivity, teamworking or innovation. Let employees choose who should receive recognition and how. 

 

Support. For employees who find a return to the office challenging you can provide reassurance with a well thought out employee support package. You might include counselling or accommodations in the office to help them adjust. 

 

Leadership. Of course, you must lead by example. Make sure people know you’re following your own policy to work in the office too. 

 

With over 22 years’ experience Ascendant Recruitment has seen a lot of changes in the workplace. We’ll be happy to discuss how a return-to-office policy can affect both employers and job seekers.