Many HR leaders have listened to their employees and know that mixed feelings about coming back to the office exist. The bigger challenge for some of these leaders is a lack of support from the top. It’s a tough spot to be in, but Great Place to Work® has some advice for leaders dealing with this situation:
You have to get under the hood and understand why. Both CEOs and employees are juggling a new reality and changing expectations of the future of work. Is your CEO concerned about the financial implications of employees being out of the office, such as holding leases for unused office space? Is there a sense that innovation is suffering? Is there concern that the distinct culture you’ve created is at risk?
Encouraging leaders, especially the CEO, to share their perspectives and concerns, is a strong step toward building trust in the process of listening and creating a path forward. Next, HR leaders have to validate their feelings and find out what’s on their employees minds. Listen to employee perspectives using various channels, including focused employee surveys, manager conversations, and all-hands meetings. Be prepared to have your assumptions challenged by the reasons and feelings employees have about returning to the office.
Once your CEO has committed to a return-to-office strategy, make sure these are part of your approach:
Prepare people for the new work arrangement with regular communications and recognise that many people are still experiencing uncertainty and will need to adjust.
Make sure people are clear when the return to office process kicks off. Giving timeframes will also alleviate some of your employees’ mental load attached to uncertainty.
Fairness should always be top of mind, and during this transition, there is a good chance concerns about favoritism will arise and that people may be left out or treated unfairly.
With promotions more often handed to those in close proximity, how does this fare for people on remote schedules? Think about your process for promotions and other areas that could hinder an equitable hybrid workplace.
No matter what your return to the office looks like, supporting and engaging with your employees along the way is key. Making sure people feel they have choices to fit their needs is key to retaining top talent.
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About Great Place to Work®
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