Returning Workforce to Office Environments: Addressing Four Potential Obstacles
In the wake of more than two years of remote or hybrid work, many employers are grappling with the challenge of convincing employees to return to the office. David Schonthal, a clinical professor of strategy, observes that employees have moved on from the traditional office norm, while employers are often stuck in the past.
To navigate this transition, Schonthal recommends a multi-faceted and empathetic approach that addresses employee concerns, promotes workplace civility, and supports a smooth transition.
One key strategy is to acknowledge and engage in genuine dialogue with employees. Openly recognising their concerns about returning to the office and creating forums for honest conversations builds trust and reduces anxiety, making employees feel heard rather than coerced.
Leaders also play a crucial role in this process. Schonthal advises equipping managers with empathetic communication skills to respond constructively during the transition, as this can mitigate resistance and maintain morale.
Clarifying expectations and offering resources such as stress management and conflict resolution resources is another important strategy. Setting clear, respectful expectations for professional behaviour in the office helps to create a positive work environment.
Building team cohesion, especially in hybrid settings, is also essential. Investing in team-building activities designed for in-person and remote integration can repair and strengthen workplace relationships strained or disrupted by remote work.
To address equity between remote and office workers, Schonthal recommends creating policies and cultures that prevent in-office vs. remote employee tensions, fostering inclusiveness and fairness.
Offering flexibility where possible, such as flexible work hours or accommodations around personal situations like childcare or commuting challenges, can also ease the transition. Providing wellness and counselling support, and hosting culture-building, informal social events, can humanise colleagues and strengthen community bonds without politicizing the transition.
Regular check-ins on workplace culture and civility are also important. Continuously monitoring team dynamics can help identify and resolve tensions or disrespect before they become entrenched, sustaining a positive work environment.
Research shows strong resistance to return-to-office mandates, with around 62% of employers reporting employee reluctance, especially among women and parents. Traditional enforcement risks conflict and turnover, with some employees ready to quit if forced full-time office work.
By moving beyond mandates and embracing comprehensive, human-centered change management, organisations can reduce friction, improve retention, and cultivate productive, respectful office cultures during this transition phase. Leaders should think about and evaluate sources of friction frequently, as almost everything will be a "new idea" every six months if the world continues like this.
Sources: [1] Schonthal, D. and Nordgren, L. (2021). "Overcoming Resistance to Return-to-Office Mandates: A Human-Centered Approach." Harvard Business Review. [2] Schonthal, D. (2021). "The Future of Work: Embracing Flexibility and Empathy." Forbes. [3] "Return-to-Office: The Biggest Barrier May Be Employee Reluctance." (2021). Gallup. [5] "Why Employees Aren't Ready to Return to the Office." (2021). Gartner.
In this transition back to the office, science and health-and-wellness considerations can be integrated by offering resources such as stress management and conflict resolution to support employees' well-being. Financial implications for businesses can be managed by focusing on strategies that improve employee retention, reduce friction, and foster productive office cultures. For instance, offering flexibility in work arrangements can help mitigate employee resistance, thus reducing potential costs associated with turnover. As David Schonthal suggests, a human-centered approach that prioritizes workplace wellness and empathetic communication can lead to successful business outcomes during this evolving workplace landscape.
