As the thought of enforced government lockdowns are becoming a distant memory for many Kiwis, the return to work is a discussion point for many teams across the country. Questions such as “is it safe?” are commonplace, as are concerns about the rising costs of commuting to work, or perhaps in some regions of Aotearoa New Zealand, the rising home power bill that has been seen as an inevitable side effect of working at home more in the cooler months.
The cost of petrol and heating aside, company culture and team performance is at stake. Businesses are increasingly encouraging their employees back on site for the sake of the business, and maintaining company culture.
We take a look at how companies are encouraging their teams back into the office, and how you can make changes within your workplace to make it a more desirable space to return to. At the end of the day, having employees willingly return to the office, for the right reasons, will help support your company culture in the long term.
Unlike Tesla, Aotearoa New Zealand businesses don’t appear to be mandating a return to business. Tesla CEO, Elon Musk recently stated that if people fail to show up in person, “we will assume you have resigned”.
A good example of Kiwi businesses working collaboratively with their employees is Vodafone. They’ve adopted a bespoke approach to hybrid working which they’re monitoring closely. Key observations include:
Certainly, other organisations are taking a more managed approach to the return to work. The Retirement Commission Te Ara Ahunga Ora asked its staff in May 2022 to head back to the office. Consultation was undertaken with staff about the best way forward and they settled on a mix of in-office days for 3 days a week and working from home for two days a week. A mix of working can ensure certain types of collaborative work are prioritised for in-person office days, and deep-thinking work for quieter, at-home days.
Understanding the health and wellbeing needs of your team is paramount in settling a workable solution for both parties. Companies need to think about how they can make the workplace more attractive, safer and a place to socialise, collaborate and innovate – important factors that can be hard to replicate in the at-home environment.
Companies around the world are grappling with balancing the needs of their businesses with the needs of their employees. Expectations have changed over the last few years about how we want to work, and what we’re willing to sacrifice. Employers also have a better understanding of what work can be done at home and at the office.
There is no doubt that many companies could work remotely 100% of the week, but certain aspects of a company culture may be sacrificed in the process. Companies and employees need to work together, to identify within their specific industries and unique workplaces, what work or relationships are at risk unless a hybrid model is employed. Consider interpersonal relationships, team bonding, innovation through brainstorming/workshopping, and empathetic support of colleagues with work and personal matters. Understanding subtle cues that an employee is stressed, overworked or struggling with a particular issue can be easier to spot in person, than over a Zoom call.
Businesses need to address two key areas as they look to encourage their teams back to the office: health and safety concerns and flexible working hours.
Anxiety in the workplace – understand what issues are worrying your employees. Is it fear of getting ill, caring for sick family members, or job insecurity? No matter the issues being raised, consider regularly updating your workforce on evolving company policies to keep people safe, consider how you can all work more flexibly and be more transparent about how the company is performing.
It’s likely your employees have got used to more flexibility about how they manage their workday, whether it’s to do more exercise or be more involved with their family responsibilities and commitments. In a talent shortage, flexible working conditions are a no-brainer to attract and retain the employees you need to run your businesses successfully.
We’ve previously written an article that discussed how to ensure your workplace is worth the commute – read on for more information.
As a supplier of commercial office furniture and creators of inspiring workspaces, we believe in the office environment as a place to welcome, inspire, nurture and perform. We help our clients every day to create the right fit spaces for their evolving teams and truly believe the office can deliver all that and more.
For employers considering a mandated return to work, they need to thoroughly understand their HR and legal requirements. Ideally, companies would work closely with their employees to gauge interest and any roadblocks to return to the office and consider any exceptions on a case-by-case basis.
Above all else, businesses have a responsibility to keep their teams safe against Covid-19 and other infectious diseases that become more prevalent in winter months. Businesses must continue to be flexible and agile when it comes to quickly introducing protocols to protect the health, safety and wellbeing of their people.
Open conversations with employees are key for employers in 2022. In addition to being helpful for return-to-work conversations, open and honest communication can help build culture, promote loyalty and employee retention, and support employee engagement.
Approaching anxious employees, concerned about returning to the office, with empathy and a willingness to understand their concerns will be beneficial to all parties.
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