Few would argue that the way people work has changed. The COVID pandemic made clear that organizations don’t have to always gather employees together in an office to get work done. Indeed, advances in technology make communication and collaboration possible when workers are nowhere near each other. But even though employers were relieved that work-from-home arrangements kept them going during the pandemic, many now long for the days when everyone was in the office. Remote work—good as it is—isn’t good enough, many employers say, and they’re eager to bring people back. The question is: How?
When COVID restrictions eased, employers found they had a different problem—how to get employees, who had adjusted to working from home, back in the office. When the pandemic sent people home, many felt isolated and a bit at sea as they worked alone relying on technology to stay connected.
But after a while, many found they preferred working outside the office, not having to commute or deal with office distractions. Robin, a provider of office and desk scheduling software, has issued a “Return to Office Report 2024” that explains results of a survey of 600 full-time employees at companies that allow flexible work. Among the findings:
Of the people who said they are more productive at home, many cited the time it takes in the office to find the equipment they need for their ideal desk setup. Wandering around trying to find a free desk or meeting room was another problem.
Also, respondents noted the office is often too empty and not enjoyable. Other barriers to coming to the office include the expense of childcare or not having childcare at all.
The Robin survey asked employees what would make them willing to come into the office more, and the top two incentives were office perks (44%), such as catered lunches or on-site services, and coverage of commuter costs (39%).
Other incentives respondents chose were: the manager will be there (35%), coworkers will be there (31%), childcare cost benefits (26%), parking stipend (23%), and the likelihood of not getting promoted without going to the office (22%).
Owl Labs, a maker of video conferencing equipment, surveyed 2,000 full-time workers in the United States late last year and found workers are getting creative in how they get around mandates to be in the office at least some of the time.
The survey found more than half (58%) of hybrid workers engage in “coffee badging” in which they show up in the office long enough to have a cup of coffee, thereby earning an imaginary badge for complying with a mandate, and then they go home to do their work.
The survey found that a policy providing for the right perks could entice 94% of the respondents to return to the office. What kind of perks?
More than a third of hybrid workers (38%) would be more likely to go to the office if their commuting costs were paid, 28% would come in for daycare or eldercare subsidies or on-site alternatives, and another 28% said they could be attracted by free or subsidized food and beverages.
More than a third (34%) said more privacy in the office would be a draw. Discontinuing a dress code also was popular with survey participants, with 72% saying a flexible or nonexistent dress code was important to them.
PeopleKeep—a provider of personalized employee benefits software—posted a blog entry in November with tips for developing a return-to-office policy. The post notes that each workplace is different, but certain steps are important.
Tammy Binford is a Contributing Editor.
The post Longing for the Good Ol’ Days? Tips for Enticing Employees Back to the Office appeared first on HR Daily Advisor.
