The traditional 9-to-5 office job used to be the norm for millions of workers around the world.
However, in recent years, there has been a growing trend toward flexible work arrangements.
With the rise of technology and remote work, employees are now able to work from anywhere, at any time. In fact, over 74% of businesses now offer some form of remote working.
While many companies are eager to bring their employees back to the office, some workers are hesitant to return to the traditional office environment.
The reasons are understandable; we’ve spent over three years establishing different norms and routines based on home working.
Clearly, there is still room in the modern working world for the office; encouraging your employees to use it, however, will all depend on how you approach the transition.
We know first-hand that office attendance and flexible working can go hand in hand. Here’s a step-by-step guide to successfully transitioning your employees back to the office.
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Step 1. Assessing The Best Work Model for Your Business
Before you jump into announcing a transition plan, you need to determine the best work model to suit your business.
From the type of hybrid model to understanding what your employees need, we recommend breaking step one down into four separate areas of consideration.
Many workers value the flexibility of remote work, while others prefer the structure and socialization of an office environment.
To gain a better understanding of how your employees work best, you can conduct surveys or hold focus groups to gather feedback.
Big changes can impact morale, work culture, and productivity, so it's essential to listen to your employees' concerns and take their feedback into account when deciding on your office attendance expectations.
ii) What Is Your Industry Doing?
You may also want to consider what the standard is in your industry.
If your competitors are offering flexible work arrangements or fully remote work, it may be necessary to implement similar options to stay competitive.
On the other hand, if your competitors are sticking to a traditional in-office model, you may have the opportunity to differentiate yourself by offering a more flexible work model.
72% of workers would prefer long-term flexibility to a 10% pay rise. To attract the best talent, you need to display an awareness of the industry standard in the same way you would a salary or job description.
iii) What Are the Pros and Cons of the Different Hybrid Work Models?
There are several different types of hybrid models that companies can implement, and the best one for your business will depend on several factors.
Some popular options include a rotation schedule, where employees alternate between working remotely and in the office, or a flexible schedule, where employees can choose when they want to work from home or in the office.
When researching the options available, it’s important to consider the advantages and disadvantages of each.
For example, the hybrid model offers increased flexibility, reduced overhead costs, and the ability to attract a broader talent pool.
However, it can also lead to communication challenges, decreased collaboration, and potential burnout.
With a combination of prior research into your employees, competitors, and the best-suited hybrid model for your needs, you’ll be better prepared to justify and explain your reasons for transitioning back into the office.
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Once you’ve established the type of work model you’re going to implement, you need to put a strategy in place to help make your transition smooth.
i) Set Out Expectations and Guidelines
As you prepare to transition back to the office, it's important to set out clear expectations and guidelines for your employees.
This may include outlining new procedures, such as set schedules, mandatory office days or amendments to employee contracts.
By communicating these expectations and guidelines clearly, you can help ensure that everyone is on the same page and that your return to the office is safe and successful.
ii) Make Sure Everyone Has the Necessary Resources and Equipment
Another crucial step in announcing an office transition is to make sure that everyone has the necessary resources and equipment to do their job effectively.
For instance, you need to ensure all workstations are set up correctly, provide access to necessary software and tools, and check that everyone has access to reliable internet and other essential services.
If you’re operating under a flexible hybrid work model or a hot-desking policy, it may be in your favor to download a workspace management tool.
As you prepare to return to the office, it's important to address any concerns that your employees may have.
This may include concerns about safety, commuting, or personal circumstances that may make it difficult for them to return to the office.
For example, some may have taken on new responsibilities, such as caring for children or elderly relatives, that make it difficult for them to return to the office on a set schedule.
By addressing these concerns openly and honestly, you can help your employees feel heard and supported as you make this transition.
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See who's in the office, organize socials and events, and increase your office attendance all within Slack.
Adjusting to a new work environment or routine can be challenging, especially after such a significant change.
It requires a thoughtful, supportive approach. If you’ve followed our previous steps and incorporated your employees into the process throughout, the adjustment period should be relatively easy.
We recommend going above this by also implementing the following:
i) A Transition Period for Your Transition
We get it, it sounds like overkill. But giving your employees a chance to reintroduce themselves to the office on their own terms is one of the best ways to help your transition.
For example, you may want to implement a two-days-in-office policy.
Before you jump into this, why not stage the transition by encouraging employees in with socials or networking events to get used to coming back into the office and seeing people.
By giving employees some control over their work schedules, you can help them balance their personal and professional responsibilities and ease back into the office.
ii) Offer Support and Resources
Support and resources doesn’t just mean team socials and adequate laptops.
Think about what other resources your employees will benefit from; consider counseling services, mental health resources, and other forms of support that can help employees navigate a new schedule or routine.
By providing these resources, you can help employees feel supported and valued during this transition.
3 Tips from Officely’s CEO About Transitioning Back to the Office
We know first-hand that the methods we’ve laid about above work because it’s how Officely has successfully transitioned employees back into the office.
Our CEO, Max, shared his tips for other businesses hoping to incorporate more office days.
💡 As a tech startup, this is what worked for us. Make sure you use step 2 to establish what would work best for your business.
#1 Avoid Mandated Office Days
“Every employee is unique, and that means avoiding a one-size-fits-all model where possible.
“After three years of flexible or remote working, your employees know what work-from-home/work-from-office balance allows them to work the most effectively. In reality, they know this even more than you do.
“The variety of work styles between different roles and responsibilities will play heavily into how and where your employees work best.
“For example, it largely depends on the balance of deep versus collaborative work. While an engineer may be able to afford to come in less, a sales team is likely to need to be in a lot more.”
#2 Trust Your Employees
“Trust that your employees have their professional interests at heart when making the decision whether to come into the office or not.
A Successful Transition Back to the Office is Dependent on Listening to Employees
Every good business owner knows the value of engaged, motivated employees. Don’t risk losing this by ruling with an iron fist over their office attendance.
In this case, slow and steady wins the race. It’s far better to set out a thorough plan that follows the steps laid out in our guide than to go in blindly and risk team morale.
If you’ve already implemented your office transition and are ready to start increasing your office attendance, why not read a first-hand account of how one of our customers uses Officely to bring people back to the office.
Try Officely Today
See who's in the office, organize socials and events, and increase your office attendance all within Slack.
Alice is Officely's content manager. When not spreading the word of Officely and hybrid work, you can find her feeding family, friends and strangers with her latest baking experiment.
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