Return to Office

As 2024 nears its end, the push for a return to office work is gaining momentum, bringing with it fresh discussions around culture, productivity, and employee wellbeing.

Many CEOs still view the office as a key space for collaboration, culture, and career growth. With a recent KPMG survey showing that 64% of global CEOs expect a full return to office by 2026, HR teams are in a unique position to shape how this shift is managed and communicated.

Acknowledging Resistance and Concerns
A Skillshub survey revealed that over 42% of employees would consider leaving if required to return full-time. This underscores the importance of understanding employees’ concerns and providing flexibility in return strategies. HR leaders have a critical role in addressing these concerns proactively to prevent turnover and ensure a positive transition.

Key Areas of Resistance to Consider:

1. Work-Life Balance: Remote work has enabled many employees to balance personal responsibilities more easily, making the prospect of commuting and set office hours less appealing.
2. Productivity Perceptions: Many employees feel they’re just as productive, if not more so, working from home, leading to questions about the necessity of office-based work.
3. Health and Safety Concerns: Some employees may still have lingering concerns about health risks in crowded work environments, especially as flu season or COVID-19 surges return.

Strategies for Successfully Managing Resistance
HR teams can take a range of proactive steps to address these areas of resistance and support a smoother transition. Here are several strategies to consider:

Offer Flexible Work Options
Embrace hybrid models or phased returns, allowing employees to split their time between home and office. Flexible options like these allow employees to feel they still have an element of choice or control over their schedules.

Enhance Office Amenities and Resources
To make the office environment more appealing, consider upgrading facilities and resources. High-quality meeting spaces, quiet zones for focused work, and modern technology setups that support seamless video conferencing can make a return more attractive.

Provide Commuting Support
Why not offer a commuting allowance and flexible start times to avoid peak congestion? Try demonstrating empathy around practical challenges and encourage attendance.

Support Mental Health and Wellbeing
Offer resources such as wellness programs, stress management workshops, and access to counselling services. Nurturing support and emphasising mental and physical self will be seen as a perk and could strengthen loyalty amongst employees.

Prioritise Clear and Transparent Communication
Open communication is essential to managing expectations and addressing concerns. Outline the “why” for improved collaboration, culture, or career development and listen to feedback.

Leverage Data and Feedback for Continuous Improvement
As employees return, conduct regular surveys and feedback sessions to understand their experiences and areas of improvement. This data-driven approach allows HR teams to adjust strategies based on real-time insights, ensuring that the return process remains flexible and responsive to employee needs.

Creating a Balanced Approach for the Future
As the return-to-office trend picks up pace, the onus is on HR teams to create a balanced approach that respects employee preferences while supporting organisational goals. In the months ahead, involving employees in discussions about their preferences will be crucial to making this transition as positive and constructive as possible. By addressing concerns and providing support, HR teams can help create a workplace where people feel inspired and motivated.

Need Help Navigating the Return to Office?
Bringing teams back requires a thoughtful approach. Our HR experts are here to help you implement a smooth, motivating transition back to the office—ensuring the change is beneficial for your people and your business.