The RTO vs WFH Showdown

In the battle between RTO and WFH, could hybrid working help you protect your business? Alex covers what employees could think, and how to navigate the transition.. ?

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I hate to be the bearer of bad news, but it looks like permanent WFH might be off the cards going forward. Inevitably, we're seeing employees pulled back into the office as priorities change. ?

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A recent survey found that 66% of experienced professionals say they'd rather leave their job than go into the office fulltime. But if you're looking to enforce return to the office for some of your staff, how can you navigate this transition? ?

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Get the facts?

Remote working is linked with higher employee satisfaction, as well as engagement.? ?

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But there are downsides, particularly for juniors and graduates. The most recent entry-level cohorts had their education digitised during the pandemic, and already their social ability is being noted as stunted compared to previous years.? ?

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From a remote education, into a remote role - can we really expect high levels of professionalism and social ability from a group that never had the opportunity to learn?? ?

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But for more experienced professionals, continued "work from home" policies transcended pandemic necessity. For women especially, engagement and satisfaction skyrocketed as the ability to juggle work and home became more accessible.? ?

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For minorities, fewer microaggressions made the workplace more tolerable. And for disabled people, working in a comfortable environment opened doors in career progression.? ?

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What are the downsides to remote working? ?

Remote work offers flexibility but comes with challenges. It can disrupt work-life balance, reduce human interaction, and impact health due to limited movement. ?

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Distractions at home may affect productivity, and delays in communication can hinder urgent tasks. Feedback can be scarce, and costs may shift from commuting to home office expenses. Excessive meetings and cybersecurity concerns can arise, and for hybrid workers, an increase in infrequent, unplanned travel may upset the delicate balance between work and home. ?

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The importance of choice?

We believe that blanket policies are outdated. In an increasingly complex world, the importance of choice should not be underestimated. ?

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Within reason, I think the future workplace will operate hybrid and flexible working policies - both encouraging face to face time and adjusting work style as needed for individuals.?

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So, how can I develop a functional hybrid working policy? ?

Okay, so you see my point. But how do you implement flexible or hybrid working policies that don't result in people taking the mickey?? ?

Because we all know, if given an inch, some people will indeed take a mile.? ?

You'll need to decide your limitations, and the resource you have in-house to manage policy adherence. Get in the room with HR, and hash it out. Topics to cover:? ?

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Flexible Hours ?

Ted is contracted to work 38 hours a week. He can work these whenever he wants, as long as he's online between your core hours of 10-4. This means Ted is always in meetings, and gets his admin done after he's put the kids to bed. Track this with time logging or trust Ted. Your call.? ?

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Compressed Week ?

Jane works 40 hours over 4 days, so she gets Friday off. Kate, in her team, has asked for reduced hours for health reasons. She's working 30 hours a week over 4 days, but she's agreed to reduced pay. Quarterly reviews keep them both on track.? ?

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Results-Only Work Environment? ?

This might sound radical, but Tom, tech CEO, has adopted a results-only work environment. Employees hours don't matter as long as the work gets done and the results are on target. Tom relies heavily on contract and freelance resource, and he trusts his team, so he's extended his freelancer policy to his perm staff. Because the team is small, engagement is high and Tom sees higher productivity, satisfaction and efficiency from his staff.? ?

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Remote/Hybrid Working? ?

Liam's team works mostly from home, though on Thursdays they have an informal agreement to eat lunch together, so most of them are in the office. Khabib's team prefers working from the office, aside from Chris, who cites his ASD as his reason for working from home 80% of the time. Chris is the most productive in his team and Khabib respects his need for a controlled environment.? ?

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What to know before changing your policies?

I urge you to think carefully about your next steps. Really dig into the data - are employees happier? Is productivity slipping, the same, or better? ?

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How have your flexible working policies impacted team bonding? How can you substitute "bonding in the office" with social activities or online sessions??

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Think strategically about how you can get the best out of your people, whilst ensuring productivity and team bonding stays on track. ?

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You don't need to take a hardline stance - remember, choice builds trust. ?