Even though the pandemic continues, with the improvement of safety regulations and fewer reported cases many companies are starting to consider returning employees to the office. The topic is highly controversial, as there are countless arguments both for and against such measures. Even top companies like Apple struggle to come up with a solution that satisfies the majority of its workforce: after the management announced that everyone would be required to return to their pre-pandemic routines 3 days a week, employees pushed back in an open letter, communicating growing concerns about the new policy. Why is such a proceeding problematic, and how can a company avoid perturbations? Let’s see how we see it as a recruitment agency!

1. What are the major fears of people?

Understanding how your people feel is the most important step towards creating policies that make them happy. Fears do not necessarily mean distrust in management, it is quite normal to worry about things after over a year of uncertainty and stress. In fact, many people express that they are concerned about going back to the office because they are afraid of catching the virus, even when vaccinated. Moreover, preventing the spread still requires people to wear masks, which, for many people, means sitting day in a row with their noses and mouths covered. Localized protests may be indicative of more widespread resistance among workers to revert to pre-pandemic patterns. Employees may well feel they’ve proved they can be productive at home –  and that the reasons companies say they want them back in-office don’t stack up. Besides comfort, personal reasons also play a part. Improved relationships with family members, more time for hobbies and personal goals are just some of the benefits remote work brought about. Needless to say that bringing back previous customs would affect all of them highly, not to mention the change of environment that could result in lowered performance levels. It’s important to think about how one would navigate the old environment instead of just thinking that it would go smoothly as it has been done before. Establishing future working patterns that please both sides will be a complex process, but also completely doable if we turn to each other with empathy. All concerns must be considered valid and be responded to as the topic is discussed.

2.  Does asking all employees to return mean the loss of democracy?

Making workplaces more transparent and democratic has been a trend for a couple of years now. Involving as many people as possible in important decisions is slowly becoming a must at modern workplaces. This can be hard above a certain number of employees, but even if conversation is not possible, asking everyone’s opinion is not only a gesture but a necessity. Decisions that have an impact (positive or negative) on the daily routines of employees should not be made by the management exclusively. There are multiple methods (like surveys, forums and polls) where people can express their needs and wishes, and decision-makers can incorporate their answers into the thinking process. It’s important to make everyone feel heard and understood, so that they feel appreciated and satisfied with the leadership.

3.  What about productivity?

A common refrain for returning is that remote work hinders collaboration and innovation because the latter in particular often arises from spontaneous conversations in the office. There’s also concern that the work-from-home model does not work for junior employees, who want to learn from their senior colleagues by watching them in their environment. However, we recruited entry level colleagues during the pandemic, they are perfect additions to our team and have been happy ever since, without us having to go bankrupt. Most employees, however, who feel they have been productive and innovative at home are questioning the mantra that engaging with ‘corporate culture’ or water-cooler chats will make them better workers. Even though a healthy culture is harder to establish remotely, a well-designed system that encourages relationships to form works just as great as regular, presence-based strategies. Firms like Hotjar have been operating with fully remote conditions, serving as an example that everything is manageable if people work for it together.

4.  What do the statistics say?

According to a recent PwC study, the lines between work and home have all but dissolved during the pandemic. Some people are unable to give work their full attention until schools reopen again or there’s less risk of contracting the virus. Perhaps most significantly, the past year has prompted many employees to reconsider their values or make major changes in their personal lives, which is changing how they work and what they need to be productive. Time is considered the new currency, people are willing to sacrifice part of their raises in order to be able to work remotely. Generational differences, however, are also present: Nearly half of Gen Z (45%) and millennial (47%) employees surveyed said they are willing to give up 10 or more percent of their future earnings in exchange for the option to work virtually from almost anywhere. In contrast, 38% of the Gen Xers and only 14% of boomers said they would accept smaller pay increases. More than half (54%) of employees surveyed from around the world would even consider leaving their job post-COVID-19 pandemic if they are not granted some form of flexibility in where and when they work, according to the EY 2021 Work Reimagined Employee Survey. More than half (67%) of the same people believe their productivity can be accurately measured irrespective of location. Though factors such as location and age can definitely be influential, we can conclude that most people, especially younger generations, want to work with more flexibility, with the option to go fully remote.

Our ideas

As a recruitment agency we have also advised clients in HR processes. Most of the positions we are hired for are IT-related, and IT being a forward-thinking field of business, we see which benefits a modern employee looks for, and what a 21st-century company is able to provide. IT professionals are more likely to be able to work from home, as their job can fully be done online with a computer. However, there are some things that can be relevant for everyone debating whether to return to the office or not.

Look at your own statistics

Ask your people what they want to do. Despite the statistics, many people prefer getting their old routines back. Issue a survey, create a safe space where it is possible to articulate honest opinions, and make your decisions based on what the crowds say.

Consider no decision a decision

Hybrid systems will probably dominate the future for a reason. Providing employees with a choice simply seems like a better idea than asking them to pick either remote or the office. It mirrors trust, that they know how they function the best and are able to make a responsible decision, keeping the company’s interests in mind too.

Reduce uncertainty

Make sure your processes are transparent and visible to all employees. The less they worry about things and the more information they possess the more likely they are to be satisfied with decisions. Remember to keep everyone involved!

Offer support

It’s pretty sure there will be people who dislike the new policies. However, you can always compensate them so that they remain happy and feel heard. Figure out how to make individuals comfortable, and enjoy the benefits of a pleased team. Whatever you decide to do in this uncertain time, we are curious of your insights! Contact us via e-mail if you feel like you have something to share