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Natalia Brouge

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September 5, 2023

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5 Ways to Improve Return to Office Morale

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The role of the physical office has changed for good. It’s no longer the default place for focused, individual work—that can happen anywhere. Instead, the office must become a destination for the things we can’t do as well alone: brainstorming, mentoring, and building real connections. When you treat office days as purposeful gatherings rather than mandatory attendance, the entire dynamic shifts. The key to improving return to office morale is to make the commute feel worth it. We’ll show you how to design an in-office experience that centers on career growth and meaningful collaboration, turning your workplace from a mandate into a magnet.

How to Actually Improve Return to Office Morale

Creating a positive and welcoming return-to-office experience requires understanding employee concerns and offering tailored solutions.

  • Acknowledge mixed emotions about returning to the office and address individual concerns such as health, commuting, and childcare.
  • Enhance office aesthetics with color, art, and comfort to create an inspiring workspace.
  • Implement flexible work policies, such as hybrid models and flexible hours, to boost work-life balance.
  • Foster a positive culture through team-building, open communication, and incentive programs to increase motivation and engagement.
## Why Are Companies Pushing for a Return to the Office?

Before we can fix the morale problem, it helps to understand why so many companies are mandating a return to the office in the first place. While it might feel like a sudden reversal, the reasons are often complex, ranging from concerns about company culture to more practical, and sometimes unspoken, business objectives. For many leaders, the push is rooted in a belief that in-person interaction is essential for innovation, collaboration, and mentorship. They worry about a decline in spontaneous creativity—those "water cooler" moments that can spark new ideas. Others are concerned about maintaining a cohesive company culture and ensuring that new hires are properly integrated and mentored by senior staff. Understanding these motivations is the first step toward finding a middle ground that works for everyone.

The Push for Control and Trust

Let's be honest: a major driver behind many RTO mandates is a lack of trust. When teams are out of sight, some leaders worry they aren't being productive. This creates a disconnect, as 87% of hybrid employees report their productivity is the same or better, while 85% of leaders fear their teams aren't working hard enough. This isn't just about getting work done; it's about a perceived loss of control and visibility. As Curt Steinhorst noted in Forbes, "Forcing people back to the office because you don't trust them will likely make them less productive and unhappy." This approach can backfire, creating a culture of micromanagement rather than one built on mutual respect and a focus on results. True productivity comes from empowerment, not just presence.

A Quiet Way to Downsize

In some cases, a return-to-office mandate can serve as a form of "quiet downsizing." Instead of initiating layoffs, which can be costly and damage public perception, some companies implement strict RTO policies knowing that a portion of their workforce will choose to leave. As one manager on Reddit suggested, this strategy allows companies to reduce their staff without the negative press of official firings. Employees who value flexibility, have long commutes, or have built their lives around remote work may find the new requirements untenable and resign. While this might achieve the goal of trimming the workforce, it often comes at the cost of losing valuable, high-performing employees who simply can't or won't comply.

Fostering Mentorship and Training

One of the most valid arguments for returning to the office is the benefit of in-person mentorship and training. Junior employees, in particular, gain a lot from observing senior colleagues, asking spontaneous questions, and receiving immediate feedback. Working together in the same space creates natural learning opportunities that are harder to replicate remotely. Many leaders believe that this hands-on guidance is crucial for career development and for passing down institutional knowledge. The challenge is to create an office environment that intentionally fosters these connections, rather than simply assuming they'll happen just because people are in the same building. The goal should be to make office time purposeful for growth and collaboration.

The Real Cost of RTO Mandates

While companies have their reasons for wanting employees back in the office, strict mandates come with significant costs that can affect the entire organization. The most immediate impact is often on employee morale, but the ripple effects can touch everything from retention and recruitment to overall well-being. Forcing a transition that employees don't want or aren't ready for can breed resentment and disengagement, undoing years of work building a positive company culture. The financial and cultural price of a poorly executed RTO plan can be steep, leading to a cycle of attrition and a struggle to attract top talent in a competitive market. It's a delicate balance, and ignoring the human side of the equation is a recipe for long-term problems.

Declining Morale and Well-Being

When employees feel their flexibility and autonomy are being taken away, their morale and well-being often take a hit. The return of long commutes, the cost of transportation and lunches, and the challenge of juggling personal responsibilities can lead to increased stress and burnout. For example, an internal survey at JPMorgan revealed that since the RTO mandate began, employees felt their work-life balance and overall health had worsened. This decline in well-being isn't just a personal issue for employees; it directly impacts their engagement, creativity, and productivity at work. A happy, healthy team is a productive team, and ignoring their concerns can create a negative atmosphere that permeates the entire office.

The Risk of Losing Top Talent

In today's job market, flexibility is no longer a perk—it's an expectation. A staggering 56% of employees would rather quit or look for a new job than return to the office full-time. This means that rigid RTO mandates put companies at serious risk of losing their most valuable and experienced employees. Top performers often have many options, and they will gravitate toward organizations that trust them and respect their need for work-life balance. The cost of replacing a skilled employee—including recruitment, hiring, and training—is substantial. Forcing everyone back to their desks without considering individual needs is a gamble that can lead to a significant brain drain, leaving you with a less experienced and potentially less motivated team.

Unique Challenges for New Hires

While in-person work can benefit new hires, a forced return can also present unique challenges for them. Many early-career professionals began their careers remotely and have never experienced traditional office life. They may be unfamiliar with the unspoken rules of office etiquette, from how to join a conversation to the appropriate level of workplace chatter. Simply bringing them into the office without proper guidance can be overwhelming and counterproductive. These employees need structured support and clear communication to help them adapt. Without it, they may feel isolated or anxious, which can hinder their ability to integrate into the team and perform at their best. A thoughtful onboarding process is key to their success in a hybrid environment.

The Great Disconnect: Leaders vs. Employees

One of the biggest hurdles in the return-to-office debate is the gap in perception between leadership and employees. While leaders are focused on big-picture concerns like culture, innovation, and productivity metrics, employees are dealing with the day-to-day realities of commutes, work-life balance, and personal well-being. This disconnect often leads to policies that feel out of touch with what employees actually need to thrive. Leaders see an empty office and worry about lost productivity, while employees working from home feel more focused and efficient than ever. Bridging this gap requires open communication and a willingness from both sides to understand the other's perspective. Without that shared understanding, RTO policies will continue to feel like a top-down mandate rather than a collaborative strategy.

Conflicting Views on Productivity

The debate over productivity is at the heart of the leader-employee disconnect. As mentioned earlier, data from Forbes highlights a stark contrast: 87% of employees feel they are just as productive, if not more so, when working in a hybrid model, yet 85% of leaders are concerned that their teams are not working hard enough. This discrepancy shows that leaders and employees are measuring productivity differently. Leaders may be looking at traditional metrics like office attendance, while employees are focused on their actual output and the tasks they complete. This difference in perspective can lead to a breakdown in trust, with leaders feeling the need to monitor their teams and employees feeling undervalued and micromanaged.

The Desire for a Voice in the Decision

Employees don't just want flexibility; they want to be part of the conversation. Research shows that 78% of employees want a say in their company's flexible work policies, but only 31% feel like their company has actually asked for their input. This lack of consultation can make employees feel powerless and disrespected, as if their opinions and needs don't matter. When decisions are made behind closed doors and then handed down as mandates, it creates an environment of resentment. Involving employees in the decision-making process, even through simple surveys or feedback sessions, can make a world of difference. It shows that you value their perspective and are committed to creating a policy that works for everyone.

Specific Strategies to Improve RTO Morale

Improving morale during the transition back to the office isn't about grand, expensive gestures. It's about being thoughtful, flexible, and communicative. The goal is to shift the narrative from a mandatory return to a purposeful gathering, where time in the office is valued for collaboration, connection, and growth. This requires a multi-faceted approach that addresses employee concerns head-on while reinforcing the benefits of in-person interaction. By focusing on practical support, clear communication, and a culture of trust, you can create a positive and productive environment that embraces the best of both remote and in-office work. It's about making the office a place people *want* to be, not just where they *have* to be.

Focus on Career Growth

One of the most effective ways to make the office appealing is to position it as a hub for career development. A Slack report found that 63% of people who quit a job cited a lack of advancement opportunities as a key reason. Use in-office days for activities that directly contribute to growth, such as mentorship programs, hands-on training sessions, and cross-departmental projects. When employees see a clear link between coming into the office and advancing their careers, they are far more likely to view the commute as a worthwhile investment. This shifts the focus from simply being present to being there for a purpose that benefits them directly.

Ask for (and Act on) Feedback

If you want to know how to improve morale, ask your team. Use surveys, polls within your communication tools, or town hall meetings to gather honest feedback about the RTO experience. Ask what's working, what isn't, and what would make their time in the office more valuable. The most critical step, however, is to act on that feedback and communicate the changes you're making. When employees see that their opinions lead to real action, it builds trust and makes them feel like valued partners in the process. This continuous feedback loop is essential for refining your hybrid model and ensuring it meets the evolving needs of your team.

Offer Practical Support for the Transition

Acknowledge that returning to the office is a significant adjustment and offer practical support to make it easier. This could include subsidizing commuting costs, offering flexible start and end times to avoid rush hour, or providing on-site amenities like free coffee and snacks. It's also important to ease employees back into office life rather than demanding a full-time return overnight. Start with a few structured office days and use a hybrid work software to help teams coordinate their schedules. Tools like Officely, which integrate directly into Slack or Teams, make it simple for employees to see who will be in the office and book a desk near their colleagues, turning a potentially stressful process into a seamless one.

Making Office Days Count

To make the commute worthwhile, ensure that days spent in the office are focused on collaborative, high-value activities that can't be done as effectively at home. Avoid having employees come in just to sit on video calls all day. Instead, designate office days for team brainstorming sessions, project kick-offs, and client meetings. Encourage teams to coordinate their in-office schedules to maximize face-to-face interaction. Using a hot desk booking system allows employees to reserve spaces near their teammates, while a meeting room booking tool ensures they have the space they need to collaborate effectively. When office time is purposeful, it feels less like an obligation and more like an opportunity.

Lead with Transparency

Transparency is the foundation of trust. Be open and honest about the reasons behind your RTO policies. If the goal is to foster collaboration, explain how you plan to facilitate that. If you're concerned about mentorship, share the programs you're putting in place. Leaders who are transparent about their motivations and the challenges they're facing are more likely to get buy-in from their teams. This also means being open to adjusting the plan based on what's working and what isn't. A transparent approach shows respect for your employees and reinforces that you're all on the same team, working toward a common goal.

Measure Results, Not Presence

Ultimately, the most successful hybrid models shift the focus from "seat-time" to outcomes. Instead of tracking who is in the office and for how long, concentrate on what your team is achieving. Set clear goals and key performance indicators (KPIs), and give your employees the autonomy to decide where and when they work best to meet those goals. As Curt Steinhorst advises, leaders should focus on what people achieve rather than just their physical presence. This outcome-oriented approach builds a culture of trust and accountability, empowering employees to take ownership of their work and proving that great results can be delivered from anywhere.

Frequently Asked Questions

My team's morale has dropped since we announced our return-to-office plan. What's the most important first step to fix this? The best place to start is by opening a genuine dialogue. Before you can fix the problem, you need to understand it from their perspective. Instead of just announcing policies, ask for feedback through surveys or small group discussions. Acknowledge that the transition is a big deal and that their concerns about commuting, costs, and work-life balance are valid. Acting on even small pieces of feedback shows you're listening and builds back the trust that is essential for a positive workplace culture.

We want the office to be for collaboration, but people just come in and take video calls. How can we change that? This is a common problem that happens when office time lacks a clear purpose. The key is to be intentional about why people are coming in. Encourage teams to coordinate their schedules for specific collaborative tasks like project kick-offs, brainstorming sessions, or team-building activities. Using a simple desk booking tool can help everyone see who’s in on which days, making it easier to plan for that valuable face-to-face time and ensuring the commute is actually worth it.

How can we justify the return to the office when our team feels they're just as productive at home? This requires shifting the conversation from productivity to purpose. Instead of debating where people complete tasks faster, focus on the unique benefits of being together. Frame office days as opportunities for career growth, mentorship, and building stronger team connections—things that are harder to replicate remotely. When employees see that in-office time is directly linked to their own development and not just a mandate for presence, the justification becomes much clearer.

We're worried about junior employees missing out on mentorship. How can we make the office a better place for their growth? You can turn this concern into a major selling point for your office. Create structured opportunities that make mentorship a core part of the in-office experience. This could involve setting up formal mentorship pairings, hosting lunch-and-learns with senior leaders, or designing projects that require cross-functional collaboration. When junior staff know that coming in means direct access to guidance and learning, the office transforms from a requirement into a resource for their careers.

What's the best way to gather feedback about our RTO policy without it turning into a complaint session? To get constructive feedback, you need to ask constructive questions. Instead of open-ended questions like "What do you think of the RTO plan?", try more solution-oriented prompts. Ask things like, "What would make your in-office days more valuable?" or "What's one thing we could do to make the commute easier?" This frames the conversation around improvement rather than just problems and gives you actionable ideas you can implement to show your team they've been heard.

Key Takeaways

  • Acknowledge the leader-employee disconnect: Successful return-to-office plans start by understanding the gap between leadership's concerns about culture and employees' need for trust and work-life balance. Your team's resistance isn't about avoiding work; it's about protecting their autonomy and well-being.
  • Make the commute worth it with purposeful office days: Transform the office from a mandate into a destination for career growth, team collaboration, and mentorship. When in-person time is dedicated to activities that are genuinely better together, employees will see it as a valuable investment.
  • Shift your focus from presence to performance: Build a culture of trust by asking for and acting on employee feedback, offering practical support for the transition, and measuring success by what your team achieves—not where they achieve it.

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After a year of remote work and virtual meetings, the time has finally come for employees to return to the office. But how do you get them excited about it? It's not as simple as sending out an email with a welcome back message. There are challenges to consider, concerns to address, and a need to create a welcoming and flexible environment. In this article, we will explore different strategies to make the return to the office an exciting and positive experience for everyone.

Understanding the Challenges of Returning to the Office

Returning to the office after such a long time away can be filled with mixed emotions. Some employees may be eager to reconnect with their colleagues and enjoy the familiar office environment, while others may have concerns and fears. It's important to understand these challenges in order to address them effectively.

As employees prepare to return to the office, it is crucial to acknowledge the range of emotions they may be experiencing. For some, the thought of returning to a bustling workplace may bring a sense of excitement and anticipation. The prospect of face-to-face interactions, impromptu brainstorming sessions, and the camaraderie of shared office spaces can be invigorating. However, it is equally important to recognize that not all employees may share this sentiment.

For those who have concerns and fears about returning to the office, it is essential to create an environment of open communication and empathy. By actively listening to their concerns and addressing them, employers can help alleviate anxieties and foster a sense of trust and support.

Identifying Employee Concerns

Every employee is unique, and their concerns about returning to the office may vary. Some may worry about the risk of being exposed to germs and viruses, while others may have concerns about commuting or finding suitable childcare. It is crucial for employers to take the time to understand these individual concerns and provide tailored solutions.

At Officely, we recognize the importance of employee well-being and have implemented comprehensive health and safety protocols to address the risk of exposure to germs and viruses. Our offices are regularly sanitized, and we have implemented social distancing measures to ensure a safe and secure working environment.

In addition to health concerns, employees may also have worries about the logistics of returning to the office. Commuting, especially in densely populated areas, can be a source of stress and anxiety. Employers can support their employees by offering flexible work hours or alternative transportation options, such as carpooling or remote work arrangements.

Childcare is another significant concern for many employees, particularly those with young children. Officely understands the importance of work-life balance and offers resources and support to help employees find suitable childcare options. By addressing these concerns, employers can create a supportive environment that allows employees to focus on their work without the added stress of childcare arrangements.

Addressing the Fear of Change

Change can be scary, and for many employees, the transition from working remotely to being back in the office can feel overwhelming. It's important to communicate the reasons for the return and emphasize the benefits of being in a physical workplace, such as increased collaboration and the ability to separate work from home life.

At Officely, we understand the fear of change and strive to create a smooth transition for employees. We offer a range of resources and support to help them navigate this new phase and make the most of their time in the office.

Our dedicated team of HR professionals is available to provide guidance and support during this transition period. We offer workshops and training sessions to help employees adapt to the changes and make the most of their time in the office. By addressing the fear of change head-on and providing the necessary tools and resources, we empower our employees to embrace the new normal and thrive in their work environment.

Returning to the office is a significant milestone in the post-pandemic era. By understanding and addressing the challenges employees may face, employers can create a supportive and inclusive workplace that fosters productivity, collaboration, and overall well-being.

Creating a Welcoming Office Environment

The office should be a place where employees feel comfortable, inspired, and motivated. By creating a welcoming environment, you can help employees feel excited about returning to work.

Imagine walking into an office that immediately captures your attention with its vibrant colors and captivating artwork. The walls are adorned with carefully selected pieces that reflect the company's values and inspire creativity. Natural light floods the space, creating a warm and inviting atmosphere. This is the kind of office that employees look forward to stepping into every morning.

Importance of Office Aesthetics

First impressions matter, and the aesthetics of the office can play a significant role in creating a positive work environment. Incorporate elements of color, art, and natural lighting to create a visually appealing space that energizes and uplifts employees.

Colors have a profound impact on our emotions and can influence our mood and productivity. Consider incorporating shades of blue, known for their calming effect, in areas where employees need to focus and concentrate. On the other hand, splashes of yellow or orange can inject energy and creativity into collaborative spaces.

Artwork can also contribute to a welcoming office environment. Hang pieces that resonate with your company's mission or showcase the talents of your employees. Not only does this create a sense of pride and identity, but it also sparks conversations and fosters a sense of community.

The Role of Comfort and Functionality

In addition to aesthetics, comfort and functionality are crucial for an inviting workspace. Invest in ergonomic furniture, adjustable desks, and comfortable seating options to ensure that employees feel physically supported throughout the day.

Imagine sitting in a chair that molds to your body, providing optimal support for your back and neck. Adjustable desks allow employees to switch between sitting and standing, promoting better posture and reducing the risk of musculoskeletal issues. When employees are physically comfortable, they can focus on their work without distractions or discomfort.

Creating spaces for relaxation and socialization is equally important. Break rooms equipped with cozy couches, games, and refreshments provide employees with a space to unwind and recharge during their breaks. Outdoor areas, such as a garden or terrace, offer a breath of fresh air and a change of scenery, allowing employees to connect with nature and clear their minds.

At Officely, we understand the importance of a comfortable and functional office environment. We offer a range of office furniture and design services to help create a space that meets the needs and preferences of your employees.

Our team of experts will work closely with you to understand your company's culture and goals, ensuring that every aspect of your office design aligns with your vision. From ergonomic chairs and adjustable desks to vibrant artwork and cozy break rooms, we will transform your office into a welcoming haven that inspires productivity and fosters a sense of belonging.

Implementing Flexible Work Policies

Flexibility has become a significant aspect of the modern workplace, and integrating it into your office policies can help boost employee satisfaction and excitement about returning.

As the world continues to evolve, so do our work environments. Gone are the days of rigid 9-to-5 schedules and the expectation of being physically present in the office every day. Today, employees value the freedom to work in a way that suits their individual needs and lifestyles. By implementing flexible work policies, you can create an environment that fosters productivity, creativity, and work-life balance.

The Appeal of Hybrid Work Models

Hybrid work models, which combine remote and in-office work, have gained popularity in recent years. They offer employees the flexibility to work from home when needed while still allowing for face-to-face collaboration and connection in the office. By implementing a hybrid work policy, you can cater to the diverse needs and preferences of your employees.

Imagine a scenario where an employee has a doctor's appointment in the morning. In a traditional office setting, they would have to take the entire day off or request time off for the appointment. However, with a hybrid work model, they can simply work from home in the morning, attend their appointment, and then come into the office in the afternoon. This level of flexibility not only reduces stress for the employee but also ensures that work doesn't come to a halt.

At Officely, we understand the importance of seamless transitions between remote and in-office work. That's why we offer flexible solutions to help you implement a hybrid work model seamlessly. Our cloud-based collaboration tools and virtual meeting platforms enable smooth communication and collaboration, whether your employees are in the office or working remotely.

Benefits of Flexible Hours

In addition to remote work options, flexible hours can also be a powerful tool to get employees excited about returning to the office. Allowing employees to adjust their work hours based on their personal needs and preferences can enhance work-life balance and boost productivity.

Picture this: an employee is a night owl and finds that they are most productive during the late hours of the evening. In a traditional office setting, they would have to conform to the standard 9-to-5 schedule, even if they struggle to concentrate during those hours. However, with flexible hours, they can start their workday later in the morning and work into the evening when they are at their peak performance. This not only benefits the employee by allowing them to work during their most productive hours but also benefits the organization by ensuring that work is being done efficiently.

At Officely, we believe in empowering employees to choose when they work. Our time tracking and scheduling tools make it easy for employees to manage their work hours while ensuring accountability and efficiency within the organization. With our user-friendly interface, employees can easily log their hours, request time off, and track their progress towards deadlines. This level of transparency and flexibility fosters a sense of trust and autonomy among employees, leading to increased job satisfaction and overall happiness in the workplace.

Fostering a Positive Office Culture

A positive office culture is essential for creating an environment where employees feel motivated, valued, and excited to come to work. By incorporating team building activities and open communication, you can foster a positive and engaging office culture.

The Power of Team Building Activities

Team building activities are a fantastic way to bring employees together and create a sense of unity. From group outings to team-building exercises, encouraging employees to bond and form connections will contribute to a more enjoyable and supportive work environment.

Encouraging Open Communication

Open and clear communication is crucial for building trust and transparency within the office. Encourage employees to share their ideas, concerns, and feedback openly, and ensure that their voices are heard. By actively listening and addressing their input, you can foster a sense of belonging and excitement among your employees.

Offering Incentives for Office Work

Incentives can be a powerful motivator and can help employees feel appreciated and excited about returning to the office.

Exploring Different Types of Incentives

From monetary rewards to recognition programs, there are various incentives you can offer to boost employee morale and motivation. Consider implementing a performance-based bonus system, organizing regular team recognition events, or offering professional development opportunities to keep employees engaged and enthusiastic.

The Impact of Recognition and Rewards

Recognizing and rewarding employees for their hard work and achievements can go a long way in creating a positive office environment. Acknowledge exceptional performance through public recognition, personalized rewards, or even small gestures of appreciation that show employees their efforts are valued.

At Officely, we provide comprehensive employee recognition and reward programs that can be customized to suit the unique needs of your organization. Let us help you create a culture of appreciation and excitement in your workplace.

In conclusion, by understanding and addressing the challenges of returning to the office, creating a welcoming office environment, implementing flexible work policies, fostering a positive office culture, and offering incentives for office work, you can get employees excited about returning to the office. At Officely, we are committed to helping organizations navigate this transition and create an inspiring and engaging workplace where employees thrive. Welcome back!

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Frequently Asked Questions

1. What are the main challenges employees face when returning to the office after remote work?

Employees may experience mixed emotions, including excitement for in-person collaboration and concerns about health, commuting, or childcare. Addressing these issues through open communication and tailored solutions helps ensure a smoother transition.

2. How can employers address employee concerns about returning to the office?

Employers should listen to individual concerns and offer solutions such as flexible work hours, remote work options, and childcare resources. Health and safety protocols, like regular office sanitization and social distancing measures, are also important.

3. What strategies can employers use to create a welcoming office environment?

To create a welcoming environment, employers can focus on aesthetics, such as vibrant colors, artwork, and natural light. Ergonomic furniture and functional spaces for relaxation are also essential to ensure physical comfort and a positive atmosphere.

4. What are the benefits of implementing hybrid work models?

Hybrid work models allow employees to work from home or the office, providing flexibility to accommodate personal needs while ensuring face-to-face collaboration. This flexibility reduces stress and increases employee satisfaction and productivity.

5. How can flexible hours boost employee motivation to return to the office?

Allowing employees to choose their work hours based on their productivity preferences can improve work-life balance and performance. Employees can adjust their schedules to work during their most productive times, fostering autonomy and job satisfaction.

6. Why is team building important for office culture?

Team building activities promote bonding, trust, and collaboration among employees, contributing to a positive work environment. Encouraging social connections helps create a sense of unity and engagement in the workplace.

7. How can employers use incentives to motivate employees to return to the office?

Employers can offer incentives like performance-based bonuses, recognition programs, or professional development opportunities to motivate employees. Recognizing and rewarding achievements fosters a culture of appreciation and excitement in the workplace.

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Natalia Brouge

Natalia Brouge

Hi, I'm Natalia, my passion is to allow as many people to work flexibly as possible. I do that by writing educational content to help businesses adopt flexible work practices.

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