What Happens When Employees Resist A Mandated Return To Office

As many companies advocate for a mandated 3-to-5-days-a-week return to the office, it comes with reluctance from employees who have wholly adapted to remote work. Forbes recently published an article describing these challenges that firms face – dubbing them “The Four Horsemen of the Required Return to Office”.?

During our work with clients, similar concerns have been raised as well. With plans for a new office space well underway, it becomes paramount to address any potential grievances that could arise before the big day. With our experience in “slaying” these Four Horsemen, we believe that the answer lies in implementing Workplace Strategies.?

1. Resistance

We are naturally resistant to change, and your employees would require significant amounts of convincing if it meant their usual way of work was about to be upended. It is the most stubborn of the Four Horsemen which means a consistent strategy is needed to address employee concerns through all stages of workplace change.?

Change Management will see us deploying clear and relevant messaging to bridge the gap between management and the employees. The organisation’s vision for change needs to be understood by everyone in the firm, and constantly reiterated to keep them updated on progress.

2. Attrition

Employees who are vehemently against change are likely to leave. So, it is the organisation’s responsibility to ensure that before change happens, they take ample time to listen to their workforce – understanding their wants and needs.

Engagement through Leadership Interviews, Focus Groups, and Paperspace’s Co-Creation workshops means we keep all stakeholders in the company to be part of the change process. If any new spaces were to be designed for the mandated return, they would have to take employee concerns into consideration. In turn, it helps lessen any potential hostility.?

3. Quiet Quitting

One of any business’ biggest fears can also be effectively quelled if management keeps a close relationship with their employees. To prevent people from psychologically disengaging, a Communications Strategy needs to be established.

Emails and town halls are not the only ways to get your messages across. Sometimes a personalised touch is needed – such as managers reaching out for individual chats, or toolkits being made to address specific departments. Employees need to feel that they are being cared for, even when change might not be heading the way they prefer.

4. Loss of Diversity

Underrepresented groups in the office could see past issues resurfacing when returning to the office – be it longer travel times or potential inequity. It is not possible for organisations to steamroll their way back to pre-pandemic norms.

Thus, through Engagement with all your employees, it allows the company to produce more comprehensive strategies to adapt to a diverse workforce – such as support systems, designing more accessible spaces, or introducing new flexible work arrangements.

Paperspace believes the workplace to be an organisation’s most important investment. To learn more about optimising this investment, visit our blog for more insights.?