Getting that back to work feeling?

How to ignite enthusiasm for the office

A general lack of motivation or a feeling of stagnation is something many of us have experienced during the pandemic, be it personally or professionally. However, what happens when employers need to contend with it at a larger scale within their workforce? Return-to-the-office plans have required organisations to get creative in order to spark up employee enthusiasm for the office – and it hasn’t been easy.  

Last year, the BBC commissioned polling organisation YouGov to survey 1,684 working adults and 530 senior leaders in business about their predictions on working from home. The results showed that 70% of people predicted that workers would “never return to offices at the same rate”. The majority of workers said that they would prefer to work from home either full-time or at least some of the time.

Furthermore, studies have continuously shown that remote work has significantly improved mental health, so it’s no surprise that employees are zealously clinging onto their new post-pandemic work from home practices, especially when the evidence for stable or even increased productivity is very much there.

The Great Resignation
Last year, Wall Street banks and tech companies such as Apple were asking employees to come back at least three days a week. According to one survey, one in three employees said they’ll quit if they can no longer work from home.

And then in early 2021, “The Great Resignation” kicked off Workplaces saw a trend in employees quitting their jobs – a record four million workers. This trend was amplified by a combination of pandemic burnout, a labour shortage, the decision to prioritise self, and parents who combined remote working with spending time with their children.

Ever since, various incentives have been used as an attempt to bring people back, however, many will pass on the financial and career perks to continue working from home.

Another side effect that has emerged from this is the opening of a new front in the “War for Talent“. Contending with a workforce that can work anywhere, for the first time ever, the opportunity for an organisation’s talent pool has expanded exponentially without geographic limits – making the market ever more competitive.

Bringing The Workforce Back Safely
So, how do we adopt a fair return-to-office practice and ignite excitement for the workplace?

• Safety is essential – making sure that people are comfortable returning is key. Not just having Covid-19 measures in place for vulnerable workers, but also ensuring psychological and financial safety.
• Encouraging a sense of community – According to research by Totaljobs, 46% of UK workers experienced loneliness during lockdown. Being able to meet colleagues in the office may help some feel more included.
• Low pressure personal connections – Studies show that human connections help people tolerate and recover from stress.Hosting low pressure events such as happy hours or group lunches can make a difference to relieving in-office anxiety.
• Communicate clearly – Employees who prefer remote work may see it as punishment or a chance to impose managerial surveillance. Aim to clearly outline the business need and benefits for teams to be back, whether it be spontaneous collaboration, shared knowledge or workflow efficiency.
• Support flexibility – Ensure that staff have the IT resources they need to work remotely, as well as the training they need for the knowledge gaps that have come up during the pandemic. Asking for feedback on what they need and want to learn to carry out their job is also vital.
• Rethink your office design – Some companies are now piloting biophilic office designs with employee wellbeing and productivity in mind. Bringing nature or private hubs to the workplace can reduce anxiety or feelings of overwhelm.

Most importantly, it’s essential to be patient. Over the last two years, many have adapted their lives and daily routines accordingly and may find it challenging to be back in the office in any capacity. Even if you’ve surveyed employees, the results may not reflect all experiences. In a workforce filled with various temperaments and work styles, it’s fundamental to consider that not one size fits all and that sentiments are prone to changing. Designing a constant listening strategy for employees and working with them to create a gradual back-to-work plan is critical in preventing another large-scale great resignation.

If this is a topic of interest, make sure to register for our upcoming hybrid event, The Realities of the New Working Environment on Tuesday 10^th May, 09.00-16.00 BST. This session will explore the strategies that organisations are adopting to implement effective hybrid working and how they are resolving the challenges inherent to new working models.

We also invite you to influence our upcoming research, sponsored by Bird & Bird, BTS and Mercer by completing our survey on the new realities of the working environment here. We collectively thank you in advance for your participation.

This CRF Research Project is sponsored by: