It’s not the “what”, it’s the HOW”
As the world gradually recovers from the undeniable disruptions caused by the global pandemic, another significant shift is happening – one that marks the return to the office for many professionals.
It’s no secret that the last couple of years have reshaped our perceptions of work.
People demand more flexibility and synergy in their lives and are looking to their employers for stability because working full-time consumes a considerable amount of people’s daily existence. Let’s face it, the pandemic-related stressors are still lingering and ultimately evolving as we collectively press forward. People are the lifeblood of every organization. To get the wheels of in-office work rolling again, without resistance, employers will need to grow with the changes and focus on stress-reducing measures vs stress-inducing mandates.
Employers simply putting forth a mandate to come back to the office, full time without offering explanation and communicating their “Why” will assuredly be met with resistance. The pandemic was a significant event, spanning on for far too long for everyone, and caused all kinds of new situations, beliefs, fears, challenges, and scenarios.
People now, more than ever, want to feel heard and valued, they want mutual trust, they desire freedom, compassion and many demand passion and purpose.
If you feel you need to bring your people back to the office, there will be incredible power in sharing your why. People want to connect with their employer, they may just need a little help rediscovering their passion and purpose behind the work they are doing.
As a leader, you have all the power to impact the ultimate success of this shift simply by how you communicate the need and roll out return to office policies for your organization. It’s not what you are doing, it’s how you do it that will steer the wheel toward a positive or negative result.
So, what’s your why?
Why are you returning to the office and how are you going to set the stage for a more welcoming rollout? Are you considering everyone back full-time, or offering hybrid options with some flexibility?
Below I’ll share what we have found as the most common “why’s” for companies calling their people back to the office, including employee perspectives and potential challenges. I hope this is a thought-provoking tool as you consider and deploy your own strategies befitting to your organization.
The Why – Your Business Case for In-Person Work
1. Productivity:
This is a hot topic, and precisely why it’s at the top of our list. Many business leaders believe that in-person work boosts productivity. In some positions, that has proven true. The Harvard Business Review cited research suggesting that fully remote work is up to 10% less productive than onsite work, on average.
On the other hand, other sources cited research that suggests that for some positions, employees are more productive and focused with increased flexibility in their workspace and schedule.
So who do we believe? Well, it all comes down to your operation, the various roles you have, and the actual needs of the business. If you want to earn trust and buy-in from your team, you must be able to clearly illustrate and communicate the impact of working in-office versus working remotely.
2. Cultivating Collaboration and Creativity While Simultaneously Creating a Sanctuary for Professional Growth Across Generations:
Okay, now I realize we are sort of combining two different topics here, but in our opinion, they really do go hand-in-hand. While remote work provides flexibility, there is a strong promise of igniting creativity and collaboration by bringing people together in-person.
Technology is so sterile and impersonal no matter how ‘interactive’ we try and make it. “Zoom and Teams Fatigue” is a real thing! The synergy and osmosis that arises when diverse minds come together in a shared space is unparalleled. The spontaneous exchange of ideas, the energy of collective projects, and the chance encounters that spark innovation – these all contribute to the magnetic pull of the workplace.
People learn from people. Being near others and baring witness to other’s interactions close by, or hearing how someone explains something to someone else, that available knowledge for people to absorb is immeasurable.
With more time in-office there is increased opportunity for Gen Z and younger Millenial employees to learn the ropes and communicate with more tenured and experienced teammates. They gain the opportunity to truly understand the company’s culture, while simultaneously growing and developing in a personal yet professional way. And vice versa, there is so much to be absorbed and gleaned from the brilliant, growing minds rising in the work force today if we allow it.
As these developments and growths are happening, people will naturally propel forward in their careers. These advancements increase morale and then returning to the office becomes a deliberate choice to invest in our own development.
So, you see, with collaboration and creativity comes professional growth and development! If these are practices and values of yours, or perhaps goals within your organization, it would be worth the time to get into it, around this ‘why’ with your teams.
People like to know there will be a return on their investment of work and time. This is a ‘why’ that can open the doors of opportunity a lot wider for people and ultimately drive their own why’s for coming into the office. When your people are creating their own ‘why’, you may find that pushback or resistance become a non-issue.
3. The Rituals and Rhythms of Routine:
There is no denying that human beings are creatures of habit. Though some might have strong routines in place around their working from home practices, there should be weight given to the impact of the routine in returning to the office. From simply getting up, ready and out of the house, to the morning coffee runs, lunch time meet-ups, or the post-lunch strolls, these rituals create a structure and sense of professional rhythm that not only enhances productivity but fosters a sense of belonging and professional community.
Observational research indicates that individuals in good health engage in highly routine health behaviors. Now, some people are naturally introverted, and their productivity has substantially increased due to their structured and focused working from home routines.
Considering a hybrid platform for your return to office structure would be a good way to address both sides of the table on this ‘why’ and open the door for less pushback or resistance.
4. Building a Unified Organizational Culture:
I think we can all agree that today’s culture feels more divided than ever. Separation from one another only enhances the feelings of division and perpetuates these challenges. Connection is key.
Organizations are more than just a collection of individuals; they are living entities of their own unique cultures.
A return to the office serves as a catalyst for reinforcing and evolving this culture. It’s an opportunity to engage, to learn about others, to embody shared values while respecting differences. It’s an opportunity to strengthen bonds and collectively contribute to a thriving work environment.
As the young Mattie Stepanek said:
“Unity is strength. When there is teamwork and collaboration, wonderful things can be achieved.”
If a unified culture is a ‘why’ of yours, consider this a topic to consider. Having defined values and a mission people can come together around is a perfect place to begin.
So, what are the employees saying? Are there more challenges?
There could be. People are humans and each one of us is unique. Truthfully, the sentiments on whether people do or don’t want to go back to the office are greatly divided. There are those that want to resume camaraderie in an engaged and active atmosphere, who feel isolated from working at home all the time.
Then there are those who thrive, who feel better than ever, with less pressure and all the upsides in working remotely.
Some say they like the convenience of being at a worksite for easy access to technology, people, and supplies while others say the flexibility from being at home helps them balance their personal lives.
It would be nearly impossible to approach this topic with NO challenges.
There will be push back. Change takes time!
Inevitably there will be some industries where the undeniable truth is that there isn’t any negative impact at all from people working from home, and, in fact, there may be significant upside due to substantial cost savings from not having general office expenses. These could include fields like sales, some marketing roles, IT, and customer service.
If you are in one of those fields and are pushing for a return to the office model, I implore you to really consider your ‘why’, and create a solid plan that will lay a strong foundation for building trust and buy-in from your team.
Is a back to the office plan right for your organization?
Like Socrates said, “The secret of change is to focus all your energy not on fighting the old but on building the new.”
If you are simply wanting everyone back to the office because it’s the way things were before and it’s time to get back to that- well, I’m going to be direct and say that probably won’t work out for you or your organization very well, in the long run.
Whether we like it or not, times are undeniably changing, and they are changing fast. To receive today, you must give, and as an employer, it’s imperative to give back to your people. It’s imperative that their personal and emotional well-being be considered, as it should be — after all, we are all people in the end.
If your organization is one that has been remote due to the pandemic, and you’re toying with the notion of re-instating in-office days, or you have tried to roll out mandates with heavy resistance, I would encourage you to take a beat and consider the power of why.
And, just in case you’re curious about our work culture? We’re big believers in the hybrid approach for our team. We have a designated office space that our people can use anytime, and we all work and share lunch together on Tuesdays. It helps us to stay connected and share updates, wins and challenges, and we look forward to seeing each other once a week!
At SHINE Career Collective, we have skilled consultants who are happy to help consult on this particular topic, as well as assist with helping to build out your strong team and company culture. Please CLICK HERE if you wish to have a collaborative conversation with someone from our team.
