After two years of office spaces sitting empty, many companies are eager to call employees back for good. In a survey of more than 800 senior managers, more than half of respondents (55 per cent) said they want their teams to work on-site full time as COVID-19-related restrictions ease, nearly unchanged from a similar survey conducted last year.
Currently, 44 per cent of senior managers support long-term hybrid schedules (where staff can divide time between the office and another location) and employees’ ability to choose where they work. Managers at large companies with 1,000 or more employees (54 per cent) are most open to flexibility, according to the survey conducted by Robert Half, a specialized talent solutions and business consulting firm.
The risk of an employee exodus
Separate research from Robert Half indicates a full return to office may lead to more resignations. In a survey of more than 500 professionals, more than half of respondents currently working from home (53 per cent) would look for a new job that offers remote options if their company required employees to return to the office five days a week, up 20 points from one year ago. Millennial professionals (68 per cent) and working parents (59 per cent) are most likely to quit if called back.
“It’s clear professionals want continued flexibility in where and how they work—however, some companies appear to be out of sync with their employees’ priorities as they plan for the future,” said David King, a senior managing director of Robert Half. “In today’s tight talent market, eliminating remote work options will only make hiring and retention more challenging. Employers need to move past the idea that collaboration and innovation only happen in the office and recognize that people are more engaged and motivated when they have a say in where they work.”
How to embrace a flexible work model
Companies may want to adopt a long-term hybrid work model but not know where to start. Robert Half offers five questions to help guide the process:
- How will you define “hybrid”? Will employees be required to come to the office certain days each week or only for specific purposes, such as trainings or team building?
- How can you improve your onboarding? As you hire remote employees, consider how you will make them feel welcome, supported and part of a team they may never meet in person.
- Do you have the right technology to support effective communication and collaboration? Consider what new tools to implement to create a seamless experience for onsite and remote staff.
- What business processes will be impacted? Anticipate problems, adjust workflows, and ensure everyone has access to the resources they need.
- How will you build and maintain engagement and morale? Create equal opportunities for all employees to grow and develop, network, and build authentic relationships with colleagues.