Implementing a return-to-office policy

Before embarking on any transformation journey, it’s important to do a full audit of the policies or procedures already in place.

For example, when it comes to examining long-standing practices, business leaders may find that some employees have negotiated alternative working patterns over time. It’s important that these are considered, particularly when based on personal situations such as childcare. Nuances like this must be part of any overarching changes to compulsory office days, to ensure alignment with updated policies.

A good transformation project is one that brings employees along on the change journey. During the planning stage, employees should be engaged through one-on-one meetings, questionnaires and focus groups. These tools will help gain crucial insights into how a new return-to-office policy could impact productivity and business performance.

This could be particularly useful for leaders to understand how different spaces impact employee performance, for example, in-office collaboration versus at home concentration. These insights are vital to creating a data-backed return-to-office policy that will boost employee satisfaction.

It’s not just employee working habits that need to be considered when implementing a return-to-office policy; office space and layout are equally important. At the height of the Covid-19 pandemic, many businesses downsized office space. As the return-to-office trend ramps up, leaders are now struggling to accommodate their staff.

Flexible working policies could be a solution, enabling leaders to stagger the number of people in the office at one time. Capacity planning is also a great way for leaders to understand whether a space can accommodate for their team. Having an in-depth oversight of workload and tasks will help to identify groups of employees that may need to co-ordinate their days in the office for collaborative purposes.

A strong communications strategy can make or break employee trust during the roll-out of return-to-office policies, so business leaders must strive to get this right. It’s vital that there are multiple feedback streams to suit different communication styles. For example, some employees may prefer to provide feedback via online systems that can offer anonymity, whilst others may prefer face-to-face communication with a senior team member.

When implementing new policies on working patterns, it’s up to managers and leaders to encourage and maintain regular communication from the top down.

Managers need to remember that ensuring high levels of productivity within the team relies on more than just physically getting people back into the office. Employee satisfaction also needs to be considered at every stage to ensure staff remain engaged, productive and creative.

This can be achieved by having a clear workplace policy which is communicated effectively across the board. Employees should have a chance to give feedback on new initiatives, and practices that encourage better work-life balance. For example, business leaders should consider hybrid working to maintain employee satisfaction and retain talent.

When determining the best workplace polices, business leaders should take a data-driven approach. For instance, they could conduct feedback sessions to understand levels of satisfaction and track employee retention rates closely.

Return-to-work initiatives are becoming more common. As a result, it’s essential that business leaders remember to consult, communicate, and formalise policies before embarking on a transformation journey. By prioritising clear planning and keeping people at the heart of change, work-life balance can be improved, productivity increased and employee happiness boosted.