A Newer Normal - Transitioning Employees Back to the Office Full Time

The article was originally published on Employee Benefit News by Cognito Forms human resource manager Kaitlyn White. You can read the original article here.

Amazon’s return-to-office mandate has flipped the country upside down. Remote work has become normal following the COVID-19 pandemic. Many companies have allowed continued remote work and some have even transitioned to a fully remote model, ditching expensive city office buildings and allowing all employees to not only work from home, but work anywhere.

Employees have become used to working remotely, readjusting their lives and schedules to the new reality, yet companies like Amazon and Salesforce are still trying to mandate return-to-office policies. Some corporations aren’t fully following suit. Both Microsoft and Google are keeping hybrid work schedules.

Either way, whether companies are mandating full five-day in-office work schedules or slowly bringing employees into the office through a hybrid model, leadership must be mindful and put in the work to help transition their employees back to the office to maintain a positive sentiment across the company.

The Power of Communication and Connection

The first, and most crucial step in guiding employees back into the office is establishing a clear line of communication. Giving employees a clear path to understanding what their remote-to-office transition looks like will help establish trust. Allow them to ask questions and respond in a timely manner. Let employees voice their concerns and provide thoughtful solutions. Some workers may protest the idea of going back to the office, but allowing an open dialogue and providing compromising solutions can be critical to fully transitioning them back.

Once all staff are back in the office, create opportunities for them to connect with one another. One of the key disadvantages to remote work is the lack of human connection in the workplace, and it will be one of the first things employees will search for when back in the office. Human Resources or team leads can introduce events like happy hours, game nights, in-office scavenger hunts, and the like to offer more opportunities for employees to connect outside of regular work activities. This will promote a more cordial environment and encourage staff to participate in fun in-office activities.

Promoting Wellness and Appreciation

Showing employees that you support them in numerous ways is a clear way to boost morale and overall sentiment, especially when it comes to bringing them back into the office full-time.

One of the biggest reasons employees loved a stay-at-home model was for the mental and physical health benefits it provided. Many remote workers found more time for physical activity since they didn’t have to spend hours a day commuting. Working in a familiar space and having more time for oneself also had a positive impact on mental health. Some employees may see an in-office mandate as a disservice to mental and physical health, so it is imperative that companies show support for both when bringing people back to the office.

Leadership teams can host a “Wellness Week” or celebrate Mental Health Awareness Month with challenges like drinking at least 60 oz of water a day or using a standing desk for at least 30 minutes. Offices could encourage group walks at lunchtime or mindful breathing breaks between meetings. And showing employees how much you care about them can go a long way. In fact, the first Friday in March is “National Employee Appreciation Day.” Hosting a celebration in the office to show gratitude for employees can demonstrate the support needed to keep teams happy.

Create space for in-office benefits

To make coming into the office appealing for employees, companies can provide an array of in-office benefits that will support their transition. Something as simple as a stocked snack drawer or office refrigerator with a wide variety of drinks and snacks for employees to enjoy throughout the day can go a long way. Coordinating monthly lunches is another great benefit and is a great way of showing employee appreciation.

You also want to consider the type of arrangements and home situations that your employees may be facing because of the new mandates. Going back into the office full-time means the new need for additional child care for parents in the workforce. Providing benefits that help parents coordinate or afford care for their children while they’re not at work is not only beneficial to the employee, but also shows an additional layer of support for working parents.

Companies can also provide family care benefits for those who care for aging parents while working from home, whether it be specialized PTO or workplace flexibility when needed.

One of the most important ways to support employees is to give them enough time to ease back into a 100% in-office work setting. Many workers built their lives around working remotely and it will take time for employees to flesh out the details when transitioning. Give ample time for employees to figure out their new child care schedule, how they’ll be getting their kids to school, shuffle around recurring appointments or manage their commute.

Shifting entirely to an in-office policy might seem straightforward, but adopting a hybrid schedule could offer the best of both worlds. Prioritize collaborative activities like meetings and team-building sessions for the days employees are in the office. Then, allocate two days a week for remote work, giving employees the chance to enjoy the benefits of flexibility and focus on individual tasks without office distractions. This balanced approach ensures that staff can maximize productivity and maintain a healthy work-life integration.

There’s no telling what the next new normal looks like in regard to the work environment. As companies continue to evaluate what is working for them and what isn’t, it’s important to keep employees top of mind. If the ultimate decision is to bring all staff in-office five days a week, companies must take these steps to ensure employees feel supported during this transition.