There are reports of large companies ‘forcing’ their people back into the office, embroiling them in a media backlash and pushback from employees. The truth is that you can invite your people to return to the office, but if you feel you must force people to come back, it might be time to examine your workplace experience.
In this year’s people2people and Frog Recruitment Employment and Salary Report, it was revealed that 73% of employees and 78% of business leaders mentioned they need a better reason to go into the office than their employer's expectations.
In addition, 85% of employees would be more satisfied to work from the office if they knew they would socialise with their co-workers through collaborative activities and meetings while in the office.
- Develop a clear vision of the experience of work you want to create.
Without it, you’ll end up with an expensive training program that is enjoyable but doesn’t create the culture required. Everything else flows from there. - Do the work required to make the change happen.
You can hand over culture to HR, but it will only be sustainable if you as a leader do the necessary work. - Select the right support to help you achieve your aims.
A cultural specialist understands how groups work together, and why change happens or doesn’t. - Ask your people what they need.
Far too few managers ask their people what would make them want to be in the office, concerned about not being able to deliver. Your employees will appreciate you care enough to ask.
