More and more employees have discovered the perks of working at home. But it could not be denied that some Companies prefer that they return to the Office. So, a compromise is being called for in the form of a hybrid remote-office model.
If you are one of the employees transitioning back to the office, here are some tips on adapting to new changes and needs.
Why Some Employees Prefer to Transition Back to An Office and Why Others Don’t
Statistics show that 55% of workers want to work at most three days of office work. In fact, only 3% like to be in the office five days a week.
This is because remote workers are finding the perks of working from home:
More breaks (54%), with 17% stating improved productivity
Better work-life balance with having extra time with the family (51%) and a lack of actual need to return to the office (15%)
They also have lesser expenses with casual dress code (50%) and lack of commute (17%)
People who prefer to be back in the office are employees with higher positions. At least 44% of executives want to be in the office daily, but only 17% of regular employees agree.
New employees and employees with less experience (34%) are also more comfortable returning to the office as they feel more productive than their more experienced fellow employees.
Employee preferences are also different when it comes to age, too. More than 70% of Gen Z employees would instead look for a new job if their employers insist on a full-time office policy.
How Employers Are Adapting to Transition Employees Back to the Office
However, executives believe employees should work at the office about three days a week to maintain workplace culture (68%), productivity (65%), and collaboration (50%). Half of them plan to instill a full-time office policy in their company by the following year.
88% of employers use strategies to support employees returning to the office, such as food and beverage programs, social events, improved amenities, and refurbished workplaces.
5 Tips on Transitioning Back to the Office
When transitioning back to the office, there is no “back to normal.” Employees’ needs would’ve changed due to new perspectives remote work has brought. New adaptations and compromises must take place. What is normal then would not be fair for others today. So here are tips on transitioning back to the office while keeping your head above the water.
Unionize With Your Fellow Employees
Collective bargaining is more effective than individual requests.
Talk with your colleagues. Ask them how they feel about returning to the office. There would be some employees who may have challenges in office work over remote work. Let them know that they’re not alone. Most employees have something in common: they could use a better deal. If you don’t have a union in your company yet, contact a union organizer and know your employee rights.
Even if you haven’t filed an election petition with your local NLRB office, here are things all employees could individually do and then discuss together for a better deal than anyone can do alone.
Confirm If You Need to Bring Your Own Laptop or if the Company will Provide You with One
After remote work, you may have developed your home office setup that you’ve constantly used. But if you’re going back to the office, you may need to prepare better equipment suited to a company building, like a double monitor or better headphones that can cancel the background noise of the office rush.
Ask your managers or supervisors if there would be company-provided equipment for your work or if they expect you to bring your laptop.
Talk With Your Leaders About Desk Equipment
It is in the best interest of your organization to get everyone back to the company building. Don’t hesitate to communicate with leadership for desk equipment if you must transition back to the office.
You will have ergonomic needs to ensure your productivity. Laptop stands with an external keyboard provide optimal posture when sitting for long periods. An ergonomic mouse prevents chronic wrist pain. Desk risers can even help prevent back pain with intervals of standing up or sitting down while working.
Review Your Benefits for Commuter Expenses and Time Flexibility
Look for the bright side by evaluating for any changes in your Benefits policy. Some companies have adapted to the times by incentivizing commuters. They reimburse parking fees, tolls, and automobile or bicycle maintenance. Some companies even offer company buses or more extended grace periods to accommodate traffic.
If your company does not offer any commuter expenses or time flexibility, employees can discuss it together as one with the company.
Discuss with Your Leaders for Work Options if a Hybrid Remote-Office Model is Better for You
While 75% of employers expect half of their employees to be back at the office, some companies would make exceptions for parents, people with disabilities, or even those who have moved away from the company location. However, the exceptions made may only be optimal for some. 51% of managers believe that their companies would consider pay cuts for those choosing to remain with remote work.
This is why talking with your colleagues and forming a union is crucial. By sharing their challenges during the transition and unsatisfactory policies, collective bargaining is more effective than individual pleas.
Use the link below to find out more.
Goodale & Barbieri | Working after Being Home
