Since companies enacted hybrid work policies during the pandemic, many workers have come to love the optional commutes and healthy work-life balance that hybrid work structures enable them to strike.
In fact, according to recent research from the Federal Reserve Bank of New York, Americans working from home:
- Spend 60 million fewer hours commuting to work every day
- Benefit from roughly one extra hour of sleep per night
- Have more time to spend on exercise, leisure, and family care
For these reasons, it’s no surprise that 87% of Americans want to continue working in a flexible environment that permits both virtual and in-person work, according to a recent McKinsey report.
At the same time, now that pandemic-induced health concerns have eased, many employers are increasingly eager to bring workers back to the physical office. Between greater collaboration, more effective brainstorming, and the ability to build a stronger company culture with everyone in-person, many leaders see the undeniable value in face-to-face teamwork. Companies across the globe are starting to require in-office attendance several times a week, and 50% are demanding employees come back full-time, according to recent Microsoft research.
So, as a manager, how can you support these leadership efforts while still respecting the needs and interests of your team?
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5 ways to support your team in the transition back to the office
Validate the benefits
First and foremost, take the time to explain the reasoning behind this effort and highlight the benefits both for the company and for your team. Use real-life examples that convey the value in a way that feels positive and relatable. For example, reference a successful brainstorming session you had when everyone was in the office, or a valuable insight that was gained when people in different departments started chatting by the coffee machine. Show your team that you recognize the logic of leadership’s stance and set a positive tone for this transition.
Address the concerns
Make it clear to your team members that you truly care about them and their personal experiences with this move. Acknowledge that this will require everyone, including you, to make adjustments and be honest about the fact that it’s going to take time. When you come at this situation human-to-human, you can really help your team feel like you’re in this together.
Give your team things to look forward to
One of the key benefits of in-person work is the ability to build stronger connections and create a sense of belonging on your team. For that reason, use this update as an opportunity to schedule positive in-person time to spend together as a team that everyone can look forward to. For example, now that meetings are in person, add a small touch like a funny icebreaker at the beginning or team shoutouts at the end that’ll enable everyone to laugh and celebrate together. Additionally, try scheduling a weekly lunch or coffee for the team to get to know each other better in a non-work-related context to foster that sense of connectedness.
Be understanding
While ultimately management’s goal may be to set a standard of in-office attendance at least a few times a week, remember that everyone has their own needs and challenges to navigate, so it’s important to be an understanding leader. Whether it’s caretaking responsibilities, student pressures, relocations that mean longer commutes, or anything else that presents a personal hurdle, take the time to listen to your employees’ concerns and adjust accordingly. Key goals of returning to the office are to boost engagement, efficiency, and morale, so if at times it’s having the reverse effect, you may need to find ways to pivot.
For example, if a team member has an extremely long commute to the office during rush hour or needs to pick their child up from school, try to be flexible about their expected arrival and departure times.
Check in with your team
These types of transitions are not always easy and definitely require an adjustment period. So check in with your team members, see how they’re feeling as they start to come to the office more frequently, and be sure to make yourself available if they need additional support.
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