How do you get your employees back into the office?

One of the most discussed topics in the international HR community right now is "getting back to the office".

After the official announcement of the end of the pandemic, many companies decided to return to the office: this improves teamwork and the quality of communication.

?Why is this topic so "hot"?

?The problem is that so many people are used to working remotely. Moreover, many have gone to other cities and countries (and this is allowed people to save on rent, especially if they worked in the headquarters, located in major or expensive cities).

So the simple requirement to return to the office can sometimes lead to increased turnover. So according to FlexJobs, 58% of the respondents it surveyed (sample of 2,100 people, U.S. market) said they would look for a new job if there was no flexible and remote form. The company's study Envoy slightly more optimistic, but also shows a fairly large percentage - 47% - of participants who are willing to change jobs if there is no hybrid format.

With the unemployment rate now unprecedentedly low in the U.S., it's a big risk for companies to be without employees. The same situation in some other countries - as a result of "great resignation" a lot of employees don't stay in companies and hiring become more difficult.

That's why many companies are developing a phased-in policy to leave online and move to hybrid.

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So what can companies do?

Stay flexible.

Many companies understand the reality of employees, so they go out of their way to accommodate them. It's important to understand that going back is not a goal, but a tool. First and foremost, the key goal is to improve the quality of teamwork. Therefore, many retain the flexibility to choose days of presence and times of appointments, even allowing to make meetings hybrid (when someone participates remotely). So far, the most popular format is presence in the office 3 days a week. And usually these days are just when all meetings and interactions are scheduled.

?Organizing your workspace

If earlier people went to the office, had their own workplace, but now the situation has changed. Many have introduced hot desks - workspaces that deal with the principle of booking. In fact, a large percentage of organizations have significantly reduced their office space. It is also important to remember that if we focus on organizing interaction, we must have enough meeting rooms and special spaces for spontaneous meetings.

Communications

The communication that the company does in relation to this topic is very important. Everything is important here: the tone of the communications, the key message, the content, the frequency, and the opportunities for dialogue and feedback.?It's important to understand that single communication may not be enough, so build a systematic communication plan. It is especially important to understand what the obstacles, questions and objections may be and work them out through different communication channels. And, of course, a feedback system will be a great source of information for you.

Create a guide and spread the word.

Just like in a remote departure situation, employees need help with coming back. Create a guide for them and, most importantly, don't forget to actively talk about it.?So according to a FlexJob study, 71% of HR people in the company said they had such a guide for working in a hybrid environment. But no more than 35% of employees confirmed that they were aware of their existence. So keep Krugman's concept in mind - the rule of multiple "touches" (ideally up to 7 times) - so that the information is actually absorbed.

?Prepare supervisors

It is very important that line managers are also prepared for the return, to properly communicate this decision to employees and support them. It is worth conducting special training and additional explanations. After all, as a rule, it is the line manager who will answer the uncomfortable questions and objections.

?Motivate

Many companies create special new benefits for those returning to the office. For example, feeding breakfasts or organizing team lunches. There are also such unusual benefits as Salesforce: they donate a small amount in funds of the employee's choice for the days that he worked in the office.

?Of course it's important to understand where your employees are now and how easy or difficult it will be to get them back. Think about the individual approach and how you will handle specific cases. What's important here is flexibility on the one hand, and on the other hand, the company's persistence in achieving its goal of getting back into the office.

And, of course, clearly understand why it's important for you to get people back in the office, what improvements you will make, what it will do for the company and its employees. Then you can move from the principle of "need" to the principle of "I understand and I am ready".