How to navigate return to office mandates.

Companies are eager to get employees back in the office to foster collaboration and strengthen company culture. However, employees have shown considerable resistance. Only 36% of Canadian workers currently work full-time on-site, while just 9% prefer this arrangement. The disconnect is further exacerbated by inflation, which has made commuting and other work-related expenses more burdensome.

According to Capterra’s 2024 Cost of Work Survey (link) highlights the steep increase in various costs over the past 12 months:

• Groceries: 93% of employees report higher costs.

• Gasoline: 74% employees report higher costs.

• Child Care: 63% employees report higher costs.

Given these increases, asking employees to absorb the full cost of returning to the office might not lead to the best outcome. Employees are prepared to act if costs become unreasonable: 68% would look for a new job, and 64% would request a raise.

Benefits of Returning to the Office

• Better Work-Life Balance: Returning to the office can help employees achieve a better work-life balance by providing a clear separation between work and home life.

• Employee Recognition: Leaders recognize onsite employee contributions more than those of remote workers, leading to greater visibility and career development opportunities. Frequent face-to-face interactions with executives can enhance recognition and open doors for career advancement.

• Provides Opportunity for Onsite Collaboration: Returning to the office facilitates collaboration and employee engagement, essential for team camaraderie and a sense of workplace community.

• Drives Productivity and Company Culture: Face-to-face interaction fosters more organic collaboration and brainstorming, making employees more productive and generating more ideas than remote work.

Employees Sentiments on Returning to the Office

The rising costs of commuting and living expenses present significant challenges for employees returning to the office. According to Capterra’s Survey, 81% of Canadian employees report that their wages have not kept pace with the increasing costs of commuting. Additionally, 61% of workers have seen their personal financial costs rise in the past year, dampening enthusiasm for return-to-office mandates. Employers need to address these financial burdens by implementing solutions such as employee stipends, flexible policies, and financial wellness programs to mitigate the impact of inflation on their workforce.

Strategies for a Smooth Transition

1. Phased Approach: Implement a gradual return-to-office plan that allows employees to adjust at their own pace.

2. Flexible Work Arrangements: Offer options for hybrid work models to accommodate different needs and preferences.

3. Clear Communication: Emphasize the importance of transparent and consistent communication about RTO policies and expectations.

4. Support and Incentives for Employees: Provide financial support through stipends, reduce costs with flexible policies, and help employees budget through financial wellness programs.

Conclusion?

To navigate the complexities of return-to-office mandates successfully, companies must balance the benefits of onsite work with the financial realities facing their employees. By adopting flexible work arrangements, transparent communication, and financial support initiatives, employers can foster a more positive and productive work environment that meets both organizational goals and employee needs. Addressing the challenges outlined in the Capterra survey is crucial for achieving a smooth transition and maintaining a satisfied and engaged workforce.

Melina Laird is Operations Coordinator for ConnectsUs HR, a company that provides tools & resources to quickly set up a Human Resources department.  

You can contact her here.

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