Most business decision-makers desire to see the normal office back on its feet. Research by Microsoft Work Trend Index indicates that about 82% of key decision-makers in businesses are concerned about employees accepting a return to the office.
Most countries are loosening their COVID-19 restrictions and that means everything going back to normal. But after about two and a half years of non-commuting and work-life balance, most employees need a more convincing reason to get back to the office. If you’re a business decision-maker interested in getting everyone back to the normal office routine, how do you do it?
Although it sounds like a process that will only invoke hard feelings, discontent, and resignation, it’s achievable if done correctly. In this post, we’ll discuss how to effectively get employees back to the office without killing their morale for work.
1. People create value in an office value
While trying to get your employees back to the office, you need to bear in mind that it’s the people that add value to an office. People naturally seek to build bonds with people, not a place. Therefore, you need to promote social time to rebuild weak team bonds.
According to the Microsoft Work Trend Index research findings, about 74% of staff would be happy to go back to the office regularly if their work buddies are also there. Connecting with other people is what drives people to want to do activities that seem rather uninteresting. So build a more enticing workplace where staff will reconnect easily.
2. Lend a listening ear
Most employers tend to instill new regulations without seeking their employees’ opinions. In this scenario, it might not yield the best results. Remember, the staff have spent a long time out of the office and realized the perks. They’ve built a different mindset which can compel them to make decisions that might hurt the business.
Instead of introducing freebies like Friday pizzas to sway employees back, take time to converse with them. Likely, most employees aren’t even interested in such incentives. But a conversation seeking their input and feedback can help create a better foundation to get employees back to the office.
3. Reduce busywork
Are you planning to welcome your employees back with endless video calls, meetings, and work catch-up sessions? You might be brewing the recipe for more resistance. No one wants to go through all the commuting stress just to spend the entire day video conferencing.
Prioritize connections with colleagues. Also, you need to comprehend that in-person connection isn’t stripping away productivity time. instead, it’s working towards achieving the main goal – getting employees back to the office. Encourage team leaders to create more flexible response times during office hours so employees don’t feel they’re entangled in a series of endless deadlines.
4. Make the reason for return-to-office authentic
About 80% of staff always take the authenticity of their managers as top quality in rating them as supportive. Being authentic in practice requires creating an authentic culture that emulates genuineness and openness in building empathetic connections.
As a business decision-maker, you must lead by example through a genuine understanding voice. You also need to show inclusivity and real intention to help employees reconnect socially. This is particularly crucial for employees from ethnicities that are under-presented.
5. Make safety a priority
Despite governments having relaxed their COVID-19 regulations, you still need to assure your employees that the office is safe. It’s normal for employees to show anxiety and fear when exposed to situations that could potentially expose them to the virus. Ensure all the necessary protocols are implemented, such as keeping distance, sanitizing surfaces, wearing masks, etc.
If an employee shows genuine concerns, you must not force them to go back to the office. But you should encourage them to formulate a strategy that best works for them and their team.
