With more offices beginning to open, it seems reasonable that the workforce is getting back to normal. Yet, according to Employee Benefit News, a Flexjobs survey found that 60% of employees say they will quit if they are required to return to the office. How do you manage employee reluctance in returning to work?
By the Numbers
As noted on WeForum,
According to a survey conducted by YouGov earlier this year, 80 percent of Americans who started working from home during the pandemic want to continue doing so at least half the time when the pandemic is over. While 24 percent of those workers would like to work from home full-time, 37 percent would prefer a model that leaves them the option to come into the office occasionally.
And it makes sense. Workers have grown used to the freedom of working at home, and many have no desire to change that. It’s typically more casual, they don’t have to commute, and many don’t have to dress up to get the job done.
Safety Matters
There are many reasons an employee may be reluctant to return to the outside workplace. One is safety. You must ensure that all precautions are being taken to make sure they’re not in harm’s way. Some may have conditions that prevent them from returning, but others should be aware that the job has not changed, and they are needed. The best course of action is to evaluate each person to see what their and your needs are. If you can reasonably accommodate them, then do so. Just make sure it’s not hiring your own business.
How To Deal With Reluctant Employees
Of course, if you can accommodate employees working from home, and it’s doing well for you, by all means allow them to do so. But for those who can’t allow a permanent remote working situation, there are a few things you can do.
Prepare your employees well in advance. These workers need to make arrangements for going back into the workplace. They may need a sitter or transportation issues. Make sure that you do not spring the new work environment on them. Instead, give them as much time as you can.
If possible, perhaps consider a hybrid schedule to ease them into returning. Simply put, give them time and assure them that it’s a safe place. Your loyal employees will understand as long as you work with them and take their needs into account.
About Synergy
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