Return-to-Office Mandates

Getting employees to return to the office after becoming accustomed to remote work is proving to be anything but simple. (Note that we are referring to business, not government…)

As employers attempt to ramp up their office attendance, particularly with new hires, more flexibility may well be in order in the form of hybrid schedules, and adjusted pay rates may be needed as well. All this raises the specter of equitability considerations with current staff members. The key, according to studies, is to develop a “consistent and transparent rationale,” particularly if new hires have a somewhat different arrangement from those of current employees. Adjustments for the latter may well be in order to avoid turnover or morale problems, but the company must be able to set “boundaries” and have a valid (if not popular) reason for the variation. According to Korn Ferry, more candidates are looking for flexibility in their work arrangements. One possible alternative is called “full-circle flexibility,” the practice of allowing employees to work in the manner that best suits them. While productivity standards are not relaxed, the mode of work may be an inducement to aid in recruiting and retention – if it is functional for the employer. Up to 50 percent of potential employees would like flexibility in their schedules; but presently, only about 30 percent of employers ask if they would want remote work.

As always, communication is key. If a company needs work to be onsite, management should have a concrete rationale for that requirement, as opposed to just a preference.