Companies Rush To Return To Office, Employees Say Not So Fast

What can employers do?

With more than 65 percent of Americans vaccinated against Covid-19, millions of employees across the United States have begun returning to the office. The federal government along with companies such as Apple, American Express, Citigroup, Google and Meta have already begun rolling out their return to the office plans, and while leaders are largely in favor of these plans, many employees are feeling exactly the opposite. 

It remains to be seen how this will play out, with some employees threatening to quit if new rules are enforced. In the wake of ‘The Great Resignation,’ employees are flexing their bargaining muscles, demanding continued flexibility, as well as a host of other conditions.
 

Covid has upended the traditional way we work, and employees everywhere are feeling emboldened to finally ask for what they want and likely deserve. Not only are they demanding the ability to work from home but many are also asking for wage increases, more time off and a real, tangible effort from their employers to make employee well-being a priority. 

Given these demands, employers will need to proceed cautiously over the next few months as they try to usher in a return to normalcy. Those that don’t will likely risk alienating certain segments of their workforce and may even lose employees to competitors who are more accommodating. So, what can employers do? 

From the outset, every organization needs to acknowledge what has become a marked divide between what executives and employees want. A recent survey conducted by The Future Forum shows that executives are three times more likely to embrace a return to the office model compared to employees, believing that it is essential for productivity, innovation, and culture. 

Meanwhile, 90 percent of employees surveyed in an Owl Labs’ 2021 State of Remote Work Report are reporting that they feel that they are equally productive, if not more, working from home. According to this same report, 84 percent reported that they would be happier working from home. 

The overriding sentiment expressed by employees is flexibility, valuing it as much as a 10 percent raise in pay. Employees also want flexibility where they work, when they work, and how they work. According to a poll by Future Forum Pulse, 76 percent want flexibility in where they work and 93 percent want flexibility in when they work. Since the Covid-19 pandemic forced people to work from home, employees have become accustomed to having more control over their schedules, reprieve from the daily commute, relaxed dress and environment standards, and more time for self-care. They are in no hurry to let go of these new ways of doing business. 

Working from home has been particularly embraced by introverts, and certainly, there are many who are still concerned about the health risks posed by going back into the office. Now that we have entered the fourth month with more than one million Americans quitting their jobs, what’s clear is that employees are in the driver’s seat, and employers need to take note, or they risk losing segments of their workforce, especially top talent.

Simply put, employees are voting with their feet. As Ryan Picarella, Executive Vice President, Growth and Partnerships, with LifeGuides characterizes it, the “Great Resignation” is actually the “Great Renegotiation.” Employees are feeling more empowered to ask for what they want, especially around flexibility. According to a recent ADP Research Institute Report, 67 percent now report feeling empowered to ask for flexible work arrangements, compared to only 26 percent before the pandemic.

Hand-in-hand with added flexibility is employee well-being. Now more than ever, employees want their employers to make their well-being a priority. Moreover, they are no longer willing to settle for perks and programs, which often amount to little more than superficial Band-Aid solutions. Rather, they need to know that they are cared for by the larger organization and that they matter in meaningful ways. This means dismantling outdated cultural norms like “checking one’s emotions at the door.” In addition, empowering managers to become multipliers of well-being, as well as promoters of psychological safety and trust within the team, will be crucial. 

The long-term impact created by Covid-19 has forever changed the way we work and as a result, employers will need to rethink how they manage their workforce now and into the future. This includes adopting a hybrid-work model, making employee well-being a priority, and at the end of the day, putting people ahead of profits. 

Laura Putnam is the CEO and Founder at Motion Infusion. Connect Laura Putnam