The new year is supposed to be a fresh start. But for many employers and employees, it's the same old debate around the best way — and place — to get work done.
It's expected that 90% of employers will call workers back to the office this year, according to Resume Builder. But making employees commute long distances only to sit in quiet cubicles defeats the purpose of the collaboration employers keep promising. Larry English, CEO of digital, business and technology consultancy Centric Consulting, says that while employers are obsessed with getting their teams back in person, most of them haven't really thought it through.
"They've largely left it up to HR to figure out what that means, and they haven't given thoughtful consideration to what you need to
Read more for why most employers still aren't getting it right, and quick fixes to make right now:
While employers are dedicated to some form of RTO this year, it probably won't entail a five-day-per-week schedule. That means the workplace will continue to be a mix of remote and in-person workers, a challenging balance that seems to be benefitting no one. Workplace social platform Airspeed found that 90% of employers know that connection and culture are lacking for remote team members, and a report from Executive Network found that 71% of HR managers admitted to offering
"What is that element of the water cooler moment? It's these social moments where we spontaneously come together and connect," says Jennifer Britton, author and professional leadership coach with coaching platform Potentials Realized. "In a hybrid or all-remote world, we need to be a little bit more intentional in creating that, so people are connected not only by the results of their work, but in their relationships."
Read more about ways to acknowledge all employees equally in a hybrid setting:
Simply calling people back to work without taking their specific needs into account is another recipe for disaster. Especially for those with a disability, neurodivergence and caregiving responsponsibilities, these mandates may threaten their sense of safety and ability to be productive. Making the office wheelchair accessible, so employees can move through the space unencumbered, as well as making all meetings accessible via video are two basic places to start.
"An inclusive office is created with all lived experiences in mind," says Alex Suggs, co-founder and partner at consulting firm Different DEI. "It's a space co-created with the folks who are going to be most impacted — those with disabilities, caregivers, those with neurodivergence. They should be able to come here and thrive and feel like they were top of mind when this workplace was created."
Read on for an inclusive guide to making your office supportive of all workers:
While many employers are working to be considerate of employees' needs, some are still taking a different approach: Forcing new employees to return to work right off the bat. This "recruiting strategy" is helping employers establish their RTO policy, but it could backfire for employees who have worked at the company long-term.
"While those companies may have initially filled a certain role with someone who they allowed to work remotely or in a hybrid environment, when that person turns over, the job description is changed and the next person is hired as an in-office replacement," says Emily Killham, senior director of people analytics, research and insights at Perceptyx. "Folks are either leaving or just saying 'No thank you' to returning to the office. But new employees don't have that same freedom."
Read more about this new hiring tactic:
