Once Amazon announced employees must return to work as a policy, other companies started initiating the same change. Similarly, Arizona is seeing the same shift as the nation. About 90% of businesses will be going back to the office in 2024, according to CNBC, and that number is expected to grow.
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As CEO of Plexus Worldwide, a Scottsdale-based health and wellness business with several ‘Best Place to Work’ awards, these are my top tips for local industries on how to make the in-office transition seamless.
Stop Worrying About Clock-In Time
Phoenix residents know traffic is a seasonal occurrence that often coincides with the term, ‘snow bird.’ We expect more traffic when out-of-town residents come back to live in warmer weather, and we can also expect increased delays as businesses return to the office.
Punctuality is an important employee responsibility, but employers might want to show understanding during the first weeks of a policy change as employees get used to the change. Encouraging open communication and offering flexibility with arrival times—whether early or late—can help accommodate varying schedules while maintaining productivity.
The content of work and collaboration should always be a priority. Make sure leaders keep this in mind when an in-office policy is first introduced.
Offer Company Perks
Statistics show that employees not only appreciate perks, but they thrive on them. In fact, a study from Oxford proves that happy employees are also more productive employees. Therefore, perks act in multiple positive avenues to build office communities and strengthen employee growth because people know they’re valued.
This doesn’t mean relying on spontaneous gestures like a pizza party. Company perks should be thoughtfully planned and intentional. At Plexus, for example, we established the “Agents of Culture” group—a team of 15 employees who strategically organize company events, social gatherings, and team lunches, all designed to reinforce and enhance our organizational culture.
For businesses considering the move to in-office, I advise carving out time to consider your unique company culture, perhaps start a group, to understand how happiness and health can be prioritized. If you’re still unsure, send an anonymous survey out to employees for their feedback.
Consider Remote Work Time
Change is always necessary for any industry or company, but it’s not always welcomed. Be empathetic to your staff needs and consider offering days or weeks of remote work time.
This might feel questionable to you. If you’re asking your employees to come back to work, then why also give them hybrid or remote days. Isn’t that confusing?
Well, no, because it’s a compromise and it signifies trust. For example, with 2025 approaching quickly, employers could consider a week of remote work around the holiday.
Consider the Workspace
The workplace can often become overlooked during this transition. A physical workspace needs to foster connection, community, and communication. Remember that employees are used to either working hybrid, or fully remote. Employees who are used to working remotely will also be used to communicating and working online, so they might feel expected to remain online. This might be an adjustment for them.
Micromanagement has been proven to drive down engagement levels and is often enforced from a ‘performative’ company culture rather than actual output.
Consider how HR plays a role in your workplace, and, if policies truly match the measurement of employee growth and productive work measurement.
In conclusion, every business is different, but employees are individuals with unique needs. Keep communication open, be flexible, and focus on culture-building. If employee happiness is a core value, then you will witness a positive return.
Author: Gene Tipps is the CEO of Plexus Worldwide.
Studies: https://www.ox.ac.uk/news/2019-10-24-happy-workers-are-13-more-productive
