HR Innovation, HR Management, Organizational Culture

RTW: Should or Shouldn’t We?

Remote work has become the new standard for a new generation of employees who have entered the workforce since 2020. Five years post-quarantine, the federal government is requiring employees to report back to an office, and several large companies have done the same which is leading many other companies to wonder if they should do the same. When our clients ask us what we think at HR Affiliates, we tend to fall back on our two most basic philosophies when it comes to decision making:

• Does it make sense?
• Is it the right thing to do?

Very few employees are ambivalent about this; most have a strong opinion as employees and managers. Likewise, industry and efficiency experts don’t agree. For as many “facts” stating that one is best, you’ll find another fact supporting the opposite. So, let’s think about both:

Should we?

Collaboration: The most reasonable argument for returning to the shared workspace is collaboration. Many employees feel that in-person meetings can be more productive and engaging and allow for real-time feedback and brainstorming. Successful remote teams will argue that the use of virtual meeting spaces such as Teams will equally allow for engaging and real-time communication. Proponents of in-office collaboration also miss the spontaneous conversations that occur in hallways and break rooms that can lead to innovative ideas and interdepartmental partnerships that might not happen when interactions are always scheduled. Likewise, remote fans will say that these spontaneous conversations eat away at their productivity.

Culture: If you follow our blogs, you know that we are major proponents of building and maintaining a healthy company culture. Working together in person can play a significant role in team building and sustaining that culture. New hires in particular benefit from the engagement they get right away when in person versus having to navigate a remote workplace. Many organizations also struggle because while part of their workforce can work remotely easily, some of their employees must be on-site in order to complete their product or service and they feel that it’s not equitable to not have everyone be remote. However, if work life harmony and working remotely is a big part of your company culture, you’ve got to keep that in mind as well.

Communication: We all know that we need to be careful when we text because you can’t tell mood or nuance from texts, the same goes for when we Teams, message, or use any other type of remote communication. Certainly, working in person can help eliminate misunderstandings that might arise from messages since you can address them in person right away.

Accountability: Many organizations may have found themselves in a position where they realize their employees have not been as productive or efficient. Without strong managers in place to hold employees accountable and ensure that work is being completed to organizational expectations, it is far too easy for some employees to take advantage of the remote environment. However, we are here to tell you that they are not a product of that environment; if they are cutting corners and stealing time from home, it’s more than likely they were also doing it while in the office.

Or Shouldn’t We?

Work Life Harmony: Remote work offers employees more flexibility and effectively allows them to better balance their home and work lives. For many employees, just the absence of a commute is enough to make a dramatic positive influence in their stress levels. Less stress equals better employees; and employees who feel that the company is actively making a decision or even a sacrifice to reduce their stress in this way are often more loyal. Advocates for return to work are often concerned that some employees take advantage of the flexibility and are often distracted while working because they are multi-tasking with home or caregiver responsibilities.

Higher Productivity: Many employees who work remotely report higher productivity because they can limit the distractions they have in the office.

Access to More Employees: If you aren’t limited by employees who live in your town, you’ve just opened up the possibilities for an extremely diverse and skilled workforce who can be based anywhere. Talent that you’ve struggled to find in the past can now be recruited as part of your remote team.

Cost Savings: Remote work is a lot less expensive for the organization. Removing overhead expenses such as office space and utilities can make a significant increase to the bottom line for the employer. Likewise, employees save money on commuting expenses.

What should an employer consider? Before making a dramatic company wide mandate, there’s a lot to consider.

How has remote work impacted business operations so far? Do an analysis. How much money has the company saved? Have employees been efficient, or have there been challenges?

What do your employees want? While we know that companies can’t always provide the wants of their employees, it’s a good place to start. Understanding the wants and needs of your employees is critical when making a big decision such as returning to work. A one-size-fits-all solution is rarely the answer, and your employees might have some great solutions that fit all needs.

How about a hybrid model? Many organizations have already adopted a hybrid model in which employees are both remote and in-office. This allows the best of both by giving employees flexibility with their time, have in-person collaboration and accountability. Hybrid models can be designed in any number of ways to fit the unique needs of an organization.

Ultimately, as with all big company decisions, the goal should be to find a balance between the needs of the employees and the needs of the organization. There’s no single right answer that will fit every company. Consider the benefits and challenges to both, as well as tools and options to help make both more viable. Will returning to work cause employees to miss their flexibility regarding their commute? Perhaps, allow for staggered work times that let them miss heavy traffic times or get their kids off to school before coming onsite. Staying remote and worried your employees don’t feel engaged? Train managers on how to manage a remote workforce and invest in systems that allow for real time engagement and communication.

By having an open dialogue with your managers and employees, you can create a work environment that fits your company needs and culture – in-person, remote, or hybrid – that supports productivity, innovation, and employee well-being.