The Best of Both Worlds: 3 Ways To Promote Staff's Happy Return To The Office

The world has changed a significant amount over the past few years but one of the biggest changes has been the way we work. With remote work having become the norm during the worst of the pandemic, some staff have become accustomed to and even thrived under the "new norm", but for others this shift has been a significant hurdle in their work satisfaction and productivity. Addressing the return to the office in a sensitive and considerate manner will go a long way to promote positive working relationships going forward, which in turn has a positive effect on staff happiness, and as a result, productivity.

After seemingly an eternity of Zoom calls from makeshift work-from-home set ups, some people are itching to get back to the office now that the restrictions have been lifted, while others are hesitant to return to the traditional workplace structure. However, with strong leadership and protocols in place, a practical approach can be the difference between experiencing loyal employees, or a high staff turnover in 2022.

Here are our tips on how to make the transition back to work in an office easier for everyone involved:

1. Begin with a deeper understanding of why some employees concerned about safety may not wish to return to the office permanently

The COVID-19 pandemic has forced many businesses to reevaluate the way they operate. Now that vaccines are becoming more widely available some employers are jumping on the bandwagon and nudging their employees to work from the office permanently as per the protocol before the pandemic. However, there are some employees who may find the idea of working in an office all week gruelling and unsafe. It's therefore important for employers to understand why these particular staff may not be on board with the idea of spending five days a week at the office, and address these concerns in a mindful manner, meeting in the middle where possible. There are of course a multitude of factors to consider but it's vital to find a balance that works for everybody.

The safety of your employees should be a top priority, and if there's any doubt from a staff member regarding their perception of safety when returning to the office, err on the side of caution - allow them to remain remote while opening up a discussion to gain more insight into their perturbation. Honest conversations between employers and employees will strengthen your business relationships at the end of the day, and your staff will be pleased that they are being heard.

2. Provide employees with the opportunity to voice their concerns and be part of the decision making process

There are a few different strategic ways companies can transition their employees' thinking to be pro-office. One surefire way certainly is to include your staff in finding the right approach for the company's return to the office policy. With careful planning and consideration it is possible to make the transition back to working in the office smooth. Companies that want to bring employees back on-site full time can create a workplace value proposition, encouraging all staff to become involved in contributing to this document. It's essentially a "why we come to work" manual, highlighting the culture, benefits, and positive interactions employees have when on-site.

Finding a happy medium between those who are anxious about coming back and those who are ready to return can be difficult, and it's therefore important to remember that employees should also be given a chance to voice their concerns and be part of the decision-making process. COVID-19 has forced many organisations to reevaluate their policies and procedures during these unprecedented times and the "why we come to work" document is just one more example of how businesses can adapt in order to maintain operations and keep staff from moving on from the company altogether.

Here are some examples to include in the document to promote in-office staff:

• We're driven by the company's culture and mission (include a highlight of the company's culture and mission)
• We enjoy the benefits and perks available at the office (daily bottomless filter coffee, Stir-Fridays free staff lunches; cheers for the beers, etc)
• We feel like our voices matter and we actively contribute to company culture

3. Employ a staggered approach to the staff in-office return

The final advisable way to allow staff to return to the office safely and of their own accord is to provide them the option to return on a rotating basis. This eases employees slowly into the pre-pandemic routine of five days a week at their office desks.

One way to go about this is to allow some employees to spend a week in the office and the alternative week working from home. Although some people may be doing better with the ability to work from wherever, the more extroverted of us really do require the physical interactions and tête-à-têtes that only happen in-person. A week on-week off approach can be hugely beneficial for both types of personalities. On a practical level, with petrol prices having skyrocketed in recent months, this also assists employees with saving on travel costs in a major way.

Another approach adopted chiefly by larger corporations is the staggering of the number of staff per day in office. This may be done per team or by selecting a member from each of your varying internal teams that are required to work together on projects. This technique can also have interesting effects on team morale, with some staff having previously not interacted developing closer working relationships, and thereby increasing overall morale. People who become better acquainted make for stronger and more productive teams.

However you decide to implement your return to the office policy, making sure your staff's safety is properly taken into account, and that they feel heard, as well as taking a practical approach to the number of staff in office at once are proven methods to entice those in your charge back to a happy working environment.