All around the United States, managers of mostly remote employees are sharing return-to-office plans. Meetings are moving from screens back to conference rooms. University students are returning to lecture halls. Corresponding changes are occurring with commutes: traffic is rising on highways, and
For companies and employees, this return to in-person work presents an opportunity to rethink pre-pandemic routines. That includes the commute to work.
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New hybrid work policies could lessen the need for travel altogether. Ditching the traditional nine-to-five office hours could relieve traffic jams and rush hour crowds on public transportation. A surge in
Welcome to the 'fresh start effect'
Some markers on the calendar — think New Year's, birthdays and changing seasons — are moments when people depart from their routines. They embrace change. Behavioral scientists have a name for this: the
That includes a person's commute.
In the absence of routine-breaking events, it's easy to fall into the same old habits. Assessing options is hard, so our brains opt for the default solution — most often, a car-based commute for the journey to and from work. It's often not until there's a new address at their origin or destination, or a return to a long-neglected routine, that people stop to more intentionally weigh their options.
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While it can seem like commutes are only ever reimagined when impacted by a life-altering level of change, in reality, many people have small, shifting variables throughout the week. Maybe some mornings, there are doctor's appointments. School drop-offs and necessary errands might be planned for some afternoons. But other days may be more flexible, with more travel choices that make even better sense, if only commuters pause to more carefully consider.
A person's best commute choice may be different on Monday than on Friday. Each day can be a mini "fresh start." But scrolling through options is taxing, which leads most people to default to the same mode of transport each day.
The headline-worthy changes of the pandemic make it relatively easy for employees to consider new ways to get to-and-from work, and for employers to conceive of ways to better support that change. But smaller "fresh start" moments shouldn't be neglected, since with practice — and supportive tools for planning — people can learn to adjust their method for getting to work each day based on their lineup of plans.
Why companies should offer commute perks
There are ample reasons for companies to consider how their employees get to work each day. Here are four big ones:
1. Employee transportation can be a pricey prospect for employers. Building a parking structure, for instance, is very expensive. Putting a solution in place that encourages employees to opt for different ways to get to work has a lower inherent cost for a facilities department.
2. Perks matter. It's a job-seekers market right now. A competitive benefits package can make a difference when you're trying to hire candidates. Along with offering a 401(k) match, a subscription to Headspace, and other benefits, offering support and reward programs for carpoolers, bikers, and other alternative commutes is increasingly common. Perks attract people to workplaces during the hiring process — and they also aid in retention. Having an easy commute can sway an employee to stick with a role. Ultimately, that can be a big savings for companies, since the recruitment and onboarding process is expensive.
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3. Sustainability efforts are a priority. Personal transportation accounts for a significant part of the world's overall CO2 emissions. While commuting may be a fraction of an organization's contribution, programs and policies that help employees understand and shift the impact of their own transportation choices can make a small but measurable difference.
4. Provide a moment of transition for employees. Time spent commuting can often seem like it's wasted or unpleasant. But in fact, there's value to commuting time, particularly if it's designed to appeal to an employee's particular situation. It can double as exercise if employees walk or bike. It can be a boundary, helping employees shift out of work mode, which helps to prevent burnout. Or, for some employees, carpooling and using public transportation can be a time to clean out email inboxes, reducing hours spent at the desk.
Employers' policies can have a major impact on the decisions people make about their commutes, and their level of satisfaction with those choices.
Shifting the start time for the workday, for instance, can make it easier — or harder — to get to work. Charging for parking passes with a small daily fee, rather than a once-a-month charge, offers more flexibility and encourages people to drive less. More people will be able to bike to work if there is secure bike storage and a dedicated place to freshen up. And incentive programs can engage more people if they appeal to die-hard cyclists as well as people who usually drive but could consider other options sometimes.
Most importantly, employees should not have to work harder to choose smarter options. When employers make driving alone and parking the default, employees will adapt. On the other hand, offering support, encouragement, and even incentives for employees to try alternative transportation is proven to shift employees in a different direction.
