The COVID-19 pandemic has forced many companies to rethink their workplace policies, including remote work. While some companies have embraced remote work wholeheartedly, others are eager to return to the office full-time.
However, there is a disconnect between bosses and workers on the issue of return to office. A recent study found that 76% of mid- and entry-level professionals remain hesitant to work in a shared environment on a full-time basis. Only 17% of work-from-home employees hope to work in their corporate office every day.
This divergence in opinion can be attributed to several factors, including:
- Different job roles: Executives and non-executive employees often have different job roles and responsibilities. Executives are more likely to meet with clients in person or to collaborate with other executives in the office whereas non-executive employees are more likely to be able to effectively perform their jobs remotely.
- Different work preferences: Some people simply prefer to work in an office setting, while others prefer to work from home. There are many reasons for this, such as personal productivity, work-life balance, and commute time.
- Different levels of job satisfaction: A recent study found that an executives’ overall satisfaction level increased amid the shift to a physical work environment, while non-executives saw their satisfaction level decrease. This may be because executives have more control over their work environment and schedule.
How to bridge the gap?
Companies can bridge the gap between bosses and workers on the issue of return to office by:
- Embracing flexibility: Companies should offer employees a variety of work arrangements, such as full-time remote work, hybrid work, and flexible work hours. This will give employees the flexibility to choose the work arrangement that best suits their needs.
- Training and rewarding inclusion: Companies should train managers and employees on how to create and maintain an inclusive workplace culture. This includes providing training on topics such as unconscious bias and remote work etiquette. Companies should also reward employees for their contributions to the team, regardless of where they work from.
- Building connection through transparency: Companies should be transparent with employees about their return to office plans. This includes communicating the company’s goals for returning to the office, as well as the steps that will be taken to protect employee health and safety. Companies should also provide employees with opportunities to give feedback on the company’s return-to-office plans.
By taking these steps, companies can create a workplace that is flexible, inclusive, and supportive of all employees, regardless of their job roles, work preferences, or location.
The issue of return to office is a complex one, but it is important that companies listen to their employees and find a solution that works for everyone. By embracing flexibility, training and rewarding inclusion, and building connection through transparency, companies can bridge the gap between bosses and workers on this issue.
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