The Challenge of Return-to-Office Mandates

One of the biggest challenges with getting employees to return to the office is explaining the “why” behind the decision. After all, many employees will argue that they’ve been successfully working remotely since 2020. So, when a CEO asks people to come back into the office, Steve suggests “there should be specific reasons why” – and the fact that a company is paying for office space is not a good enough reason. Leadership teams should clearly define credible reasons for the change, be they training or culture focused, and communicate these reasons with transparency. Steve says that “in-office environments can help build trust, social sharing, and new employees can learn from experienced folks”. It’s of course not impossible to collaborate remotely, but office work certainly has its benefits when it comes to the natural conversation an in-office environment promotes.

 

 

Ensuring Productivity When Implementing a Hybrid Work Schedule

Employers would also be well served to provide some parameters for what a hybrid schedule should look like. Many companies fall into the well-intentioned trap of offering the ability to choose their schedule, but this can cause confusion and actually inhibit the change they’re looking to see. For example, Steve suggests that asking employees to come in Tuesday, Wednesday, and Thursday is one of the more popular options chosen by companies. Steve warns that too much flexibility “can become a hindrance to productivity” as employees may come in only to find that those colleagues they need to speak with are not there. Thus, having a consistent schedule for all employees allows for the collaboration the company says they need.

Organizations should also use technology to increase productivity whether in-office or remote. Employers should ensure there are communication channels like Teams or Slack to foster easy access outside the office, rewards and recognition platforms to celebrate success, and opportunities for fun like online trivia games or virtual team happy hours. In instances where a workforce might be primarily or fully remote, companies might consider ways to engage the employees in their local community. “Encourage the employee to do something for their community when they’re disconnected from the corporate setting,” Steve recommends, and even consider having the HR team find opportunities for community service.

 

The Importance of Effective Onboarding in a Hybrid Environment

One of the most challenging aspects of remote and hybrid work is integrating new employees to the organization. The benefits of in-office collaboration for new employees is undoubtedly helpful, but organizations can mitigate some of this with a highly effective virtual onboarding program. Effective onboarding is paramount and can have a direct impact on employee engagement and retention, especially during the first year. When onboarding an employee into a remote or hybrid environment, the onboarding program should be clearly defined, those participating in the onboarding program should always be on camera, and regular follow up should be conducted by both the manager and HR team to ensure success. As Steve reminds us, this form of connection to the organization and colleagues during onboarding is “vital to keeping employees engaged and productive.”

 

The Pitfalls of Moving to a Hybrid Work Schedule

Despite the many opportunities to make the hybrid environment positive and productive, there are still many ways that companies can go wrong. Steve highlights the two most pertinent barriers to success as following: poor communication and disengaged leadership. Not only should expectations and feedback be clearly communicated, but employers must engage in active listening. Find opportunities to solicit feedback from employees, and actually listen to what they’re saying. Surveys can be a helpful tool, but setting up feedback sessions can prove even more insightful. Steve shared an example where an online survey seemed to indicate that employees wanted more PTO, but when he followed up and actually listened to employees, he found that they actually wanted more flexibility in their schedule. The act of listening allowed the company to identify what employees really wanted to and to act on it.  When it comes to leadership, management teams must remain accessible to remote and hybrid employees. Steve advises that leaders should have virtual office hours on a set schedule to allow for listening, support, and mentorship.

If your organization is in a period of transition and would benefit from expert advice from experienced consultants like Steve, the Flex HR team is ready to support you. Contact us today to learn more!

 

Contact Flex HR today to be your HR support at info@FlexHR.com.