Reviving the Office: 3 Ways To Incentivize Employees for a Smooth Transition Back

Have you been scratching your head, wondering how to navigate one of today’s biggest workplace trends – the great ‘Return to Office’ challenge?

It's like the world is playing this giant game of tug-of-war. On one side, there's the post-pandemic push towards normalcy, and on the other, there’s a workforce that’s grown rather fond of their home-office setups, complete with pajama-friendly dress codes and zero commute times.

So, here’s the million-dollar question: How do you coax your team out of their comfy home nests and back into the office hive? The answer might just lie in one word – incentives

But we're not just talking about a free coffee kind of incentive. We’re diving into the real deal – creative, meaningful, and yes, even fun incentives that can genuinely swing the work-from-home versus work-from-office pendulum.

In this article I’ll break down what kinds of incentives are turning heads, lifting spirits, and yes, getting people excited about swapping their slippers for sneakers and stepping back into the office.

Let’s get started!

Understanding the Hesitation: A Look at the Stats

Before diving into solutions, it’s crucial to understand why employees might be reluctant to return.

A survey by Pew Research Center reveals that 54% of workers who say their jobs can mainly be done from home say they would want to work from home all or most of the time even after the coronavirus outbreak ends.

The primary reasons include flexibility and the lack of commute.

Recognizing these preferences is the first step in formulating an effective strategy to bring your workforce back to the office.

1. Rethinking Financial Incentives: Beyond the Basics

Let's be real: the thought of swapping a 30-second commute from bed to desk for the old hustle and bustle of traffic or crowded transit can be a tough sell. But what if returning to the office comes with a suite of financial perks that genuinely sweeten the deal?

I’m talking about incentives that go beyond the token-free coffee – incentives that actually put money back in your employees' pockets and add a dash of joy to their workday.

→ Comprehensive Commute Compensation:

• Initiate a commute compensation plan. This could mean subsidized public transit passes, a contribution towards gas expenses, or free parking.
• Partner with local transit authorities or parking facilities to work out a beneficial arrangement for your team.

→ Elevating the Lunch Game

• Introduce a weekly catered lunch buffet. Bring in local flavors and favorite cuisines. It’s not just about free food; it's about creating a lunch experience that your team looks forward to. Partner with local restaurants or catering services to keep the menu exciting and support local businesses.

→ Top-Notch Coffee Experience:

• Let’s face it, good coffee can be the highlight of the morning. Invest in high-quality coffee machines. Think espresso, latte, cappuccino - the works. Set up a cozy coffee corner in the office where employees can relax and recharge.

By implementing these financial incentives, you’re not just easing the economic and psychological costs of returning to the office; you’re actively adding value to the office experience. It’s about making your employees feel that coming back to the office is not just a return to routine, but a step into an environment that genuinely cares for and appreciates them.

2. Elevating Health and Wellness Incentives: A Holistic Approach

Let's talk about the heart of your workforce – their health and well-being. As we all adjust to post-pandemic life, there's a heightened awareness of physical and mental health. Tapping into this consciousness could be a key strategy in encouraging employees back to the office.

Here's how to make health and wellness incentives more than just a perk, but a cornerstone of your office culture.

→ Gym Memberships and Wellness Programs: The convenience of an in-house gym or discounted membership can be a game-changer for many employees. It’s a signal that the company values their health and work-life balance.

• Partner with local gyms to offer discounted memberships exclusively for your employees. Better yet, if space allows, consider setting up an on-site gym.
• Additionally, introduce wellness programs that cater to diverse interests – from high-energy spin classes to calming yoga and meditation sessions. These programs shouldn’t just be an afterthought; they should be a vibrant part of your workplace culture.

→ Mental Health Support: The transition back to the office can be mentally taxing. Providing robust mental health support demonstrates a commitment to the holistic well-being of your employees.

• Go beyond the standard EAP (Employee Assistance Program). Offer subscriptions to renowned mental health apps, and make these resources easily accessible. Organize regular sessions with mental health professionals right in your office. These could be one-on-one counseling sessions or group workshops focusing on stress management, mindfulness, and emotional well-being.

→ Creating a Wellness-Centric Workspace: The physical workspace can significantly impact mental and physical health. A wellness-centric office can be a major draw.

• Redesign your office space to promote wellness. This could include ergonomic furniture, standing desks, a relaxation area, or even a meditation room. Integrate plants and natural elements to create a calming environment. The goal is to make your office a space where employees feel physically and mentally supported.

Incorporating these health and wellness incentives is about sending a clear message: “We care about you, not just as professionals but as individuals with holistic health needs.” It’s about creating an environment where employees feel their best selves are nurtured and valued.

3. Implementing Flexible Work Arrangements: Adapting to New Norms

In today's evolving work landscape, the traditional 9-to-5 grind in the office is no longer the only productive work model.

Let’s face it – the pandemic has rewritten the rules of work, and employees have embraced the change.

So, how can we use this shift to our advantage in coaxing our teams back to the office?

→ Craft Hybrid Models: The flexibility of remote work has become a valued aspect of modern employment. A hybrid model preserves this newfound flexibility while also reaping the benefits of in-person collaboration.

• Develop a hybrid work model that aligns with your business goals and employee preferences. This could look like three days in the office and two days at home, or even half-days in the office. The key is flexibility and choice. Ensure your teams have the necessary tools and support to work efficiently in both settings.

→ Robust Childcare Support: Balancing work and parenting has always been a challenge, and this challenge has only grown. Providing childcare support can significantly ease the burden for parent employees.

• If feasible, consider setting up an on-site childcare facility. This can be a major draw for employees and a relief for working parents.
• If an on-site solution isn’t possible, partner with local childcare providers to offer your employees services at a discounted rate.
• Additionally, offering flexible work hours can help parents manage their childcare needs more effectively.

These flexible work arrangements are more than just perks; they’re a testament to a company's adaptability and commitment to its employees’ evolving needs. By implementing these strategies, you're not just encouraging a return to the office but embracing a modern approach to work that values productivity, employee well-being, and work-life balance.

Getting employees back to the office isn’t about forcing a return to the old ways; it's about creating an environment and offering incentives that make the office an attractive place to be.

By understanding your employees' hesitations and addressing them with thoughtful incentives, you can pave the way for a smoother and more effective transition back to office life.

Remember, the key is flexibility and empathy – understanding that every employee's situation is unique and catering to those needs as best as possible.

So, what steps are you taking to ease the transition back to the office? Are there specific incentives that have worked for your team? Share your experiences and strategies in the comments below.

And if you're looking for more personalized advice or strategies tailored to your organization’s needs, don’t hesitate to reach out for a consultation.

Let’s work together to make your office a place where employees are excited to return.

About Jason Greer

Jason Greer is Founder and President of Greer Consulting, Inc. (GCI), a Labor Management and Employee Relations Consulting firm located in St Louis. Jason previously served as a Board Agent with the National Labor Relations Board (NLRB) where he managed private sector labor relations issues and worked to improve the labor petition filing process.

Jason has assisted large and small businesses in industries such as Hospitals, Assisted Living Facilities, Manufacturing, Restaurant/Food Service and High Tech Companies. Jason’s personable approach has made him one of the most sought-after Employee Relations Consultants in the United States. Jason is widely known for his work in the area of racial reconciliation based upon his experiences as a victim of cross burnings and racial harassment by the Knights of Ku Klux Klan. This story and the resulting lessons have been given a new perspective in his keynote, Diversity and The Brain: What’s Your Story?, wherein he champions and celebrates diversity as a means of overcoming barriers to success and experiencing the best that an organization and/or community has to offer.

Jason is a regular commentator on CNBC’s Squawk Box, CBS Evening News with Norah O’Donnell, CNN, MSNBC, Fox News, News Nation, NBC, CourtTV, News Max, Cheddar and Pix11 New York City sharing insights on current events including tech layoffs, corporate work trends such as quiet quitting, union organizing, and diversity/inclusion.

Jason has also been featured in news articles by the Los Angeles Times, Forbes, The Wall Street Journal, CNBC, CNN, Society for Human Resources Management (SHRM), Entrepreneur, Inc. Magazine, Yahoo! and Maxim Magazine.