Planning a transition from remote to office work? It’s certainly a mammoth task that comes with guaranteed resistance from employees, which isn’t the easiest challenge to overcome. While pandemic-era changes had us convinced that remote work was the future of all organizational operations, the post-COVID demand for in-office work has left employees grumbling and fighting back. If you’re on team RTO but don’t know how to return to on-site work without disrupting the work at your organization entirely, you’re not alone.
The large majority of businesses appear to have reinstated in-person work models or at least transitioned into a hybrid system that gives employees the liberty of working from home once or twice a week. For HR workers who agree that this is the best solution for your business, here’s a guide on how to make the shift from remote to on-site work easier on employees.
HOW TO TRANSITION FROM REMOTE TO OFFICE WORK WITH EASE: A QUICK GUIDE FOR HR
Remote work does have its benefits, but the connections and communication channels that in-person work opens up are hard to ignore. There are many advantages to shifting back to the office and dusting off the old ergonomic chairs and modern desks to ensure that employees are served a warm welcome.
Despite their misgivings, most employees are not entirely opposed to returning to the office, particularly when it comes to Gen Z workers. The opportunity to network and create more concrete relationships at work is one that employees do appreciate, but the journey back to the office has to offer more than just a few tepid cups of coffee.
The transition from remote to office work requires a lot of careful planning that goes beyond sending out a notice to employees to show up or risk losing their jobs. From preparing the office infrastructure to allowing employees to share their concerns, there are many ways to bring remote workers back without losing the goodwill that has been built up over the years. Resistance is inevitable, but a well-prepared system can make the transition easier for everyone.
1. EXPLORE WHETHER THERE IS A GENUINE NEED FOR IN-PERSON WORK
Justifying a return to on-site work is not just a factor in explaining the decision to employees. It is important for organizations to evaluate whether they truly need to make this disruptive change, or if the decision stems from a need to duplicate what competitors are up to.
If your team is scattered across the country, shifting to in-person work is a much bigger challenge than you might be prepared to handle. It is important to carefully consider whether the transition back to the office is beneficial for your organization first.
2. CONSIDER WHICH TEAMS SHOULD BE BROUGHT BACK FIRST
Planning a cumulative return of all workers back to the office can be very chaotic. HR should work with department heads to identify which teams should be brought in first. Staggering the return can make it easier to help the incoming employees adapt to the change, giving them the time and attention they deserve. This sample group will allow the organization to see how the company needs to alter its approach for the next round of workers.
3. LAY OUT A CLEAR PLAN FOR THE RETURN TO ON-SITE WORK
From policy changes to office layouts, there are many aspects to consider while planning a transition from remote to office work. From assistance with moving closer to the office to monetary travel perks, there are many ways employers can aid workers in showing up to the office without a hitch.
Many organizations that went on a hiring spree post-pandemic might indeed have too many employees to fit into their existing office space. HR teams will have to help the organization estimate whether it will have to expand its physical space or add more office resources to make the space more hospitable.
4. REASSERT THE OFFICE CULTURE BEFORE EMPLOYEES RETURN TO THE OFFICE
The workplace operates on regulations that set the standards for every employee. Outlining dress codes, attendance procedures, meeting room reservation systems, and other practices to reduce any frictions is always a good idea before employees return. There is a big difference in the level of professionalism expected when working online and operating face-to-face, and reasserting these guidelines will help employees be prepared.
5. INCENTIVIZE THE RETURN TO OFFICE
Recently, many organizations have resorted to punishing workers who don’t want to return to the office rather than rewarding and acknowledging those who do. Creating some appeal to the office experience can be a game-changer, from organizing social events to encouraging workers to connect with each other and make the in-office experience more exciting and eventful.
6. PRIORITIZE FLEXIBILITY AND EMPATHY
The transition from remote to office work will come with many challenges that employees will not feel too enthusiastic about. HR teams need to be prepared to listen to their concerns and aid them in any way possible. Some employees might require a little longer to return to the office, while others might need other support, like a more accessible workspace setup that they can navigate with greater ease.
Pay attention to these requests and make accommodations to show that the return to on-site work is not meant to be a punishment.
7. INVEST IN WELL-BEING INITIATIVES
Once employees begin returning to on-site work, there will be drastic changes in their quality of life. Less time with their family, growing travel expenses, stress from the transit to work, more socialization pressures, increased daily interactions, concerns about the well-being of dependents, and the list goes on.
Employees are bound to feel more stressed and depressed when they transition from remote work to office work, and this can translate into renewed resistance to the RTO policy even after returning. Invest in catering to the mental and physical health of employees by establishing initiatives that acknowledge their struggles and help them manage them better.
8. UPDATE HR POLICIES AND MAKE CONTINUOUS CHANGES
With a return to the office, the organization will witness a spike in office politics and conflicts among employees. These issues must be nipped in the bud with a workplace guide regularly updated to reflect the company culture correctly. This way, when future batches of employees are asked to transition back to the office, both the HR teams and the employees will know what to expect and how to conduct themselves within the boundaries of the office walls.
MAY THIS REMOTE-TO-ON-SITE GUIDE SERVE YOU WELL
The transition from remote to office work will never be easy on anyone, but there are ways to sand down the edges to ensure that no one is hurt. By considering all angles of the employee experience and ensuring that there is room for everyone to be heard, HR teams can make the change much smoother. Gradually, workers who sense that their experiences are being acknowledged will see the benefits of adapting to the change rather than resisting it.
HR teams will also have to be on the lookout for the quiet and subtle signs of frustration that employees may be leaving around the workspace. This will offer another moment for HR to lead with empathy rather than anger, giving management a chance to listen, understand, and change what is possible to ensure the organization and its employees continue to thrive.