When the COVID-19 pandemic forced us out of offices and into our homes, remote working and hybrid models became the new norm. So much so, research from Forbes indicates that as many as 98% of workers want the option to work remotely, at least some of the time.
With the appetite for remote work clear among employees, it begs the question: how can employers encourage their staff to return to the office? The key lies in understanding the reasons behind people’s preference for working from home.
According to Forbes, the preference for remote working reflects “an affinity towards the flexibility, autonomy and work-life balance that remote work offers”. The benefits of remote work are evident, from giving time-poor professionals a break from the daily commute and a greater degree of independence, to cost savings.
A working model that allows for some remote working is especially beneficial for those juggling other responsibilities. Parents, for instance, can tailor their schedule around childcare or the school run when working from home, more easily than if they were travelling to the office each day.
A growing desire to return to the workplace
While a move to remote working has been welcomed by many, it’s understandable that some managers and business leaders would prefer to see employees return to the workplace on a more permanent basis.
Not only is it easier to hold meetings spontaneously, foster closer collaboration and enable instant communication between team members, but returning to the office also imbues a sense of connection and belonging. Those struggling with a task can be immediately offered support, and the reported feelings of loneliness and isolation related to remote working are removed in a formal workplace setting.
It’s clear that when it comes to the question of maintaining remote working models or returning to the office, each option has its pros and cons. If you’re confident that your company would benefit from a return to the office but you’re meeting resistance from your colleagues, it could be time to consider whether or not your company culture is hindering your mission.
Is your company culture preventing a widespread return to the workplace?
Your company’s culture is the set of beliefs that sit at your organisation’s core. It’s always there in the background, shaping attitudes and opinions. It informs how your staff work and how they feel about their work.
The COVID-19 pandemic shone a spotlight on the importance of company culture. For many, it forced us to reckon with toxic workplaces and understand what truly makes us happy in our careers. The subsequent Great Resignation was evidence of the fact that individuals across industries were deciding to leave behind workplaces when they felt the company’s values didn’t align with their own.
One of the issues that arose from remote working during the pandemic was that many staff felt their employers didn’t trust them to work productively outside of the office, despite evidence to the contrary. This sense of mistrust was keenly felt by employees, with two-thirds of employees suspecting that their bosses think they’re less productive when working remotely.
This mistrust alters a company’s culture. Suppose those on a managerial level don’t feel as though they can trust their employees to do their work. It’s easy to see how a culture of suspicion could seep in. This negativity can quickly become detrimental to an employee’s self-confidence and workplace wellbeing.
For a return to the workplace initiative to be successful, staff need to feel as though their leaders believe in them and their ability to perform. If you want your staff to return to the office, it’s vital to ensure they feel valued and supported and recognise the benefits of their physical presence at your place of business. It could also demand flexibility and a recognition that in some instances, some degree of remote working could make the remainder of time spent in the office more productive and enjoyable.
