2024 is here, and we can already point to one major trend – the big return to the office.
In a new survey by Korn Ferry, 99% of more than 500 US C-suite and business leaders said that they expect employees in the office at least one day a week, a big change from last year when that number was just 66%.
Which brings several questions to mind:
- How will this office return affect our company’s productivity?
- Could we lose our talent that prefers working remotely?
- Will this shift back to in-person or a hybrid model affect the culture of our organization?
These are exactly the right questions to ask. And while the answers may differ, depending on what is unique to your organization, you can consider several recommendations and best practices.
Keep the Communication Open and Ongoing
Make sure employees and leaders have a place to express concerns or questions about the return to the office and address these proactively and with transparency.
Provide regular and frequent communication about any updates or changes in policies and use multiple channels, such as company emails, town hall meetings, or internal communication platforms, to make sure everyone stays informed.
Provide Flexibility Where Possible
Many organizations are adopting hybrid work models that recognize the benefits of remote work and offer some flexibility. Consider implementing flexible work arrangements that allow employees to split their time between in-office and remote locations where possible. Google, for instance, has embraced a flexible work week for employees that allows three days in the office and up to two days working remotely.
Offer Training and Support
There may be new security protocols, systems, or technology that employees will need to use or be aware of. If so, make plans for ongoing support as needed to address any challenges they may encounter as they return to the office. For example, Microsoft recently invested in technology to enhance virtual collaboration and support for their employees.
Prioritize Employee Well-Being
Change brings lots of emotions, and those could include increased anxiety or stress levels when making adjustments for new schedules and commuting or adjustments around being in-person with colleagues again.
Offer support such as wellness initiatives or mental health programs to provide a positive and helpful environment for any challenges employees may face during the transition. Recently, Salesforce announced they are providing tools and resources specifically to support mental health as they implement “Salesforce Anywhere,” which allows their employees to choose when and where they work.
Celebrate Together
Returning to the office is a major post-pandemic milestone that can be celebrated in lots of ways, from welcome-back events, team-building activities, or social gatherings to building a sense of teamwork and community. These events can help to recognize the resilience your employees have shown while navigating the challenges of these past several years.
Gather Feedback and Take Aligned Action
As the big return unfolds, create a culture of psychological safety that fosters open and honest feedback from your employees about their experiences and feelings as they return to the office. Use their feedback to make informed decisions and show that you are listening by taking action.
Conclusion
This year marks a big shift in the way we work. With care and consideration of these recommendations, your company will be ready for a smooth and successful transition through any challenges and a successful 2024!
