Needless to say, the pandemic sparked a “revolution” in worker habits, establishing telecommuting (100% or hybrid) as the norm for many companies.
However, with the experience of recent years and the shortcomings the shortcomings of a predominantly telecommuting modelcompanies are increasingly considering a return to the office, whether part-time or full-time.
However, there can be a marked difference between what you want as an employer and what your employees need. For example, a recent article published in La Presse cites a Statistics Canada study on time use in 2022 showing that “more than two-thirds (68%) of teleworkers say they are satisfied or very satisfied with their work-life balance.”
So, if you’re planning a return to the office, be aware that this will be a major change for your employees. You need to plan this return rigorously, and make sure you communicate your intentions transparently.
Here are four sound tips and best practices to ease your return to the office.
Question The Reasons For Returning To The Office
It’s crucial to determine the precise reasons why you’re asking your employees to return to the office. Is it to strengthen collaboration between colleagues, improve creativity through spontaneous exchanges, or perhaps to reinforce the corporate culture? By clearly defining these reasons, you can better communicate the importance of this change to your team and address their concerns.
Make sure you also list the concrete benefits of returning to the office for employees. Is it for better access to specialized resources, or for professional development opportunities? It’s up to you to determine which benefits correspond to your reality.
Open And Transparent Communication
Once your reasons and intentions have been clearly defined, it’s essential to communicate them to your team. Clearly explaining the whys and wherefores of returning to the office will reassure employees and address their concerns. Listen and empathize!
You also need to be transparent and open to questions. In this sense, “two-way” communication is necessary: after informing your employees, sound them out on their realities, concerns and preferences. This can be done via surveys, discussion groups on Teams or one-to-one meetings.
This proactive approach allows you to anticipate dissatisfaction and co-create a return plan that takes into account the needs and expectations of your team members.
Prepare A Plan For Returning To The Office
A well-structured return to work plan is an essential tool for a successful return to the office. We advise you to adopt a flexible and progressive approach. Rather than imposing an immediate, full-time return, make sure your plan offers a hybrid formula allowing your employees to return to the office a few days a week.
If your company has a quality of life committeedon’t hesitate to work with it to develop your plan and find suitable initiatives.
Here are a few examples of items to include in your back-to-work plan:
- Sufficient workspace: Make sure every employee has an adequate place in the office. Physical spaces must be able to accommodate everyone comfortably.
- Types of tasks to be carried out in the office: Define the types of tasks that are more appropriate and efficient to be carried out in the office versus those that can be carried out at home. This helps employees understand the relevance of returning to the office for specific tasks or activities.
- Flextime and hybrid mode: Remain understanding of your team’s needs and allow employees to retain flexibility in managing their schedules. You also want to maintain a positive team dynamic.
Set Up Initiatives To Encourage People To Return To The Office
Here are a few examples of initiatives that can be put in place to make employees want to come back to the office:
- Offering snacks or prepared meals for lunch can be a much appreciated gesture. It simplifies employees’ lives and encourages them to spend time at the office.
- A welcoming, well-equipped physical environment. A pleasant, functional workspace is a key factor in keeping employees coming back.
- Organize social activities and team meetings. These moments of conviviality reinforce the sense of belonging and help build stronger bonds between colleagues.
- Offer financial incentives for transportation to reduce travel constraints. This can include reimbursements or contributions for transportation costs, or free parking spaces.
Be creative in your search for incentives, while respecting your corporate culture and available resources.
In closing, keep in mind that getting back to the office should be easy. If it’s complicated, abstract or inconsistent, employees won’t come to the office. Make it fun and easy!
By following these tips and implementing appropriate initiatives, you can encourage your employees to return to the office in the best possible conditions.
Would you like to discuss or implement strategies to help your employees return to the office?
Our team of experts will be delighted to support you and find solutions adapted to your reality!
Anthony Langlois
HR & OD Consultant
