How to encourage employees to return to the office AND make coming back to the office worth it for employees.

For me, returning to the office was an exciting occasion, I could not wait for restrictions to ease and for our office to open again. I even said to my manager “I’ll be there with a hazmat suit on if it means I can work in the office”. But this feeling and eagerness is not something shared by all employees. 

Whilst some employees may have concerns about their health and safety, others have adapted to the flexibility and routine that comes with working from home. Whether it’s an extra hour of sleep instead of an hour commute into work, or more time to spend with pets and family, employers need to look at what can be done to encourage employees to return to the office, because they want to and not feel like they have to. 

So, what can a business do to encourage employees to want to return to the office? Below are a few ideas to help bring back that ‘office vibe’ we have all missed out on for so long. 

Before jumping back into ‘normal life’ take a step back and listen to what employees want. It’s all about making employees feel cared for and valued. Discuss with employees what they would like to experience differently when returning to the office and listen to their concerns. This is a big adjustment for everyone, so we need to be conscious and considerate about employees’ reservations and concerns. 

Offer flexibility and be empathetic around when and how employees can return to work 

Recent Return to office surveys from Gensler (2020) and Flexjobs (2021) highlight most employees want a hybrid FH and office structure. Therefore, giving more flexibility and ensuring this hybrid model will contribute to the positive experiences of employees. This in turn may contribute to more days in the office and less at home. 

Continue checking in with employees.

Through lockdown, businesses became focused on their employee wellbeing and how they can support their employees’ physical and mental health. When returning to the office, businesses should continue with this engagement, discussion and implementation of employee wellbeing strategies. Managers should check in with their teams, just as they did through lockdowns, embedding this line of open communication and sharing of ideas, reservations and concerns.

Encourage in-person staff activities

Through lockdown, many businesses introduced online trivia events and end of week catch ups. Continuing and developing these activities and team events in person, will encourage employees to return to the office, especially if there are these additional incentives.