It saves on costs and commuting time, but it can be lonely and prone to distractions. It’s easy to concentrate and get things done, but Zoom meetings are never quite as effective as face-to-face discussions. Lots of people love it – especially hybrid options – while others feel isolated and demotivated.
Remote working in the UK has become a complex – and sometimes contentious – issue.
Two in five companies now require five days a week in the office, while 92% of companies have some form of policy requiring in-office attendance. However, a large majority – 78% – say that remote working improves their work/life balance, with one in four working a hybrid model.
Making a comeback?
Do you want your fully remote team back in the workplace at least some of the time? Or perhaps more often if they are currently hybrid?
That might be a tough ask if your team is happy with how things are. However, there are steps you can take to build the buzz and get everyone on board with a return to in-person working.
Seven top tips to get your people back
- Make a clear case for a return to the office rather than randomly demanding everyone comes back. For example, list the benefits such as better collaboration and enhanced creativity; strengthening work relationships; clearer communications; social engagement to reduce feelings of isolation or loneliness; reduced silo working; and opportunities to meet up during lunchtimes or after work for get-togethers and teambuilding.
- Improve the working environment where possible with fresh décor, plants, outdoor areas and spaces designated for informal meet-ups. Ask the team for ideas to encourage buy-in and allow employees to personalise their workstations to recreate an ‘at home’ vibe.
- Provide free snacks and drinks and a communal lunch out on a regular basis. Consider other ‘in-office’ perks such as high-end tea and coffee makers and TV/games rooms.
- Ensure flexibility and a collaborative approach. Ask which days will work best for your team and once agreed, don’t enforce this too strictly. Allow remote working on ‘office days’ if requested for a particular reason.
- Agree core hours that suit everyone. Team members may be reluctant to go back to commuting at peak times so offer flexibility rather than enforcing a strict ‘nine-to-five’.
- Consider offering incentives for returning to the workplace; these could be financial or in the form of extra time off or freebies.
- Offer in-person career-enhancing training in the workplace such as workshops or mentoring.
You may find useful
Effective Communication Skills course: Understand how your conscious and subconscious behaviours, actions and communication methods affect and influence others and how to use this knowledge to achieve a positive response from your team.
Developing Winning Teams course: Discover how to build cohesive, motivated and productive teams, whether you’re starting from scratch, making some personnel changes or need fresh inspiration for an existing team.
Five top tips for managing employees in a work-at-home culture.
Sources
Office for National Statistics
Virgin Media O2
