We’ve had a few years pass since the lockdowns of the COVID-19 pandemic, and with it, the huge changes many companies had to make in order to stay in operation and keep afloat.
The pandemic triggered an unprecedented shift in the way businesses operated, particularly with regards to remote work. And many people prefer and embrace the opportunity to be able to work without necessarily going into the office on a daily basis.
As the UK economy slowly recovers, however, many employers are now issuing return-to-work mandates, requiring employees to resume working from physical offices. As an employer, you yourself might be considering the same.
While this change may signal a return to a pre-pandemic normal, it has sparked significant debate.
With regards to Gen Z, it’s often said that most young people are looking for roles that offer the opportunity to work remotely – at least for some of the time – so if you are an employer in a sector that traditionally has difficult to fill roles, a return-to-work mandate will need some careful thinking and planning.
In this article, we will explore the pros and cons of return-to-work mandates…
Pros of Return-to-Work Mandates
If you are an employer who is considering a return-to-work mandate, let’s first take a look at some of the advantages of this.
Improved collaboration and communication
One of the most cited advantages of in-office work is the ease and quality of communication.
Although technology like Zoom has enabled remote collaboration, face-to-face interaction still offers a level of spontaneity and fluidity that virtual meetings often lack.
Spontaneous hallway conversations or short chats between colleagues sitting at their desks, quick problem-solving discussions and informal brainstorming sessions can happen more readily in a physical office.
Many employers also feel that in-person collaboration can also improve team cohesion because employees get to know each other on a personal level. And it could be argued that younger recruits will benefit from this and improve their chances of professional growth.
These relationships often foster trust which is harder to establish and maintain remotely.
Trust and teamwork are essential in environments that require collaboration across departments or in creative industries where innovation thrives through shared ideas.
Stronger company culture
If you are an employer that has been been actively concentrating on creating a particular company culture, then you might feel that having your staff back in the office helps to cement these ideas.
Company culture plays a vital role in employee engagement, productivity and retention.
Many people think that building a strong culture is more challenging when employees work remotely because they may feel disconnected from the company’s mission, values and social atmosphere.
In-person work can be seen to foster a sense of belonging, where employees can actively engage in the company culture through team-building activities, shared rituals and celebrations.
Again, for some young people who are just starting out in their career, this sense of belonging can be beneficial.
A well-defined organisational culture can be a competitive advantage in attracting and retaining talent.
A return-to-work mandate might enable you as an employer to reinforce company culture by creating opportunities for employees to immerse themselves in the company’s ethos.
A boost in productivity for certain roles
For certain roles and industries, in-office work can enhance productivity.
Depending on your field, there are some jobs that require high levels of collaboration, creativity or access to specialised equipment (such as in labs, media production studios or manufacturing plants) and these will obviously benefit from an on-site presence.
The immediacy of accessing resources and expertise from coworkers in real time can significantly speed up project timelines and reduce miscommunication.
And then, of course, there is the fact that not all employees thrive in a remote setting.
Some struggle with distractions, inadequate workspace or time management when working from home. Young people with little or no work experience might benefit from the structure of the working day in an office setting.
For these employees, returning to the office offers a more structured environment where they may be better able to focus, adhere to schedules and hit targets.
Easier supervision and accountability
From an employer’s perspective, having employees in the office facilitates more straightforward supervision and management. We have written in the past about ways to build trust with employees who work remotely.
Remote work environments can lead to a lack of visibility into employee performance, making it harder for managers to assess productivity accurately.
It can be argued that an office setting provides more immediate oversight, allowing managers to observe work habits, provide instant feedback and intervene when necessary.
In-office settings also reduce concerns about employees slacking off or misusing company time which can be a common concern in remote work arrangements.
From an employer’s point of view, the physical presence of employees can make it easier for employers to track attendance, work hours and adherence to company policies.
On the opposite side of the coin, however, this needs to be done within a positive company culture and not a culture where employees feel over-observed and micromanaged.
A culture of innovation and creativity
Many argue that innovation flourishes in environments where people interact face-to-face both in spontaneous conversations and in organised gatherings where group discussion can take place.
In some sectors – like technology, marketing or research and development – having employees together in the same space could speed up the creative process. Team members can bounce ideas off each other in real time which can lead to breakthroughs that might not necessarily occur in a virtual setting.
The cons of Return-to-Work Mandates
With the pros of return-to-work mandates come the cons. And it is important that, as an employer, these cons are fully considered before any decisions are made. Especially if you are a company that is looking to recruit young people; whether they be school leavers, students or graduates.
Let’s take a look at some of the cons of requiring your team of staff to return to the office…
Employee dissatisfaction & increased turnover
Before the pandemic, more people were starting to look for work where the opportunity to work remotely was an option. When the pandemic came along and people were forced to work from home, many of them became accustomed to that way of operating.
Mandating a return to the office can cause significant dissatisfaction among employees who have grown accustomed to the flexibility and autonomy of remote work.
Many employees have discovered that they prefer the work-life balance that comes with remote work, and some are unwilling to give that up. And young people are actively looking for the types of jobs and employers that can give them the option of working from home (or in other venues).
Forcing a return to the office may be seen as a step backward, resulting in decreased morale, reduced engagement and even an increase in resignations.
Employees who see the return-to-work mandate as unnecessary may begin to search for more flexible work environments, leading to higher turnover rates and talent loss. And you could miss out on young talent applying for your roles in the first place.
Increase in operational costs
Maintaining a physical office space comes with considerable costs such as rent, utilities, office supplies and maintenance. Whilst this might not be a consideration if you are an employer at a larger company, it is certainly worth bearing in mind if you are an employer at an SME.
During the pandemic, many companies realised that remote work reduced these overhead expenses, enabling them to reallocate resources elsewhere. A return-to-work mandate requires re-establishing or maintaining office spaces which can significantly strain budgets, especially for small to medium-sized enterprises (SMEs).
Reduced flexibility and Work/Life Balance
Especially the case for young people looking for work, many are looking for roles that give them a good work life balance.
One of the most significant advantages of remote work for employees is the flexibility it offers in managing personal and professional responsibilities. Commuting times, rigid work schedules and limited access to family time can lead to burnout and reduced productivity.
A return-to-work mandate strips employees of this flexibility which could have long-term implications for their well-being and job satisfaction.
Many employees have also relocated during the pandemic, moving to areas further from their company’s physical office. A return-to-work mandate could force these individuals to either move back, endure long commutes or find new employment all of which can harm your staff retention and employer branding.
Potential negative environmental impact
The environmental benefits of remote work became apparent during the pandemic with reduced commuting leading to lower carbon emissions. A return-to-work mandate could reverse these gains as millions of employees get back on the road or take public transportation to their offices.
School leavers, students and graduates increasingly do their research before applying for jobs and are looking for companies that are socially responsible and who take action to limit their carbon footprint.
As a company, you might have adopted sustainability initiatives as part of your corporate responsibility strategies and a mandated return to the office could contradict these goals.
As society becomes more eco-conscious, businesses that fail to recognise the environmental impact of their decisions may face negativity from eco-conscious employees and customers.
Balancing Return-to-Work Mandates with employee preferences
So, what are the options for employers who are considering a return-to-work mandate but who are also concerned about negatively affecting employee morale, productivity and future recruitment of young people?
The debate over return-to-work mandates underscores the need for balance between employer objectives and employee preferences.
Many organisations are opting for hybrid work models as a middle ground, combining the benefits of in-office collaboration with the flexibility of remote work.
This approach allows businesses to maintain a physical office presence while also respecting employees’ desire for autonomy and work-life balance. Surely, a win-win for both parties.
Hybrid Work Models
Hybrid work arrangements typically require employees to work in the office for part of the week while allowing them to work remotely the rest of the time.
This model aims to provide the best of both worlds: in-person collaboration and enhanced company culture alongside the flexibility and reduced operational costs of remote work.
From an employer’s perspective, hybrid models can mitigate some of the risks associated with both full remote work and a complete return to the office.
Employees have the freedom to choose their working environment for certain days while still coming together for critical team meetings, brainstorming sessions or client presentations.
This can also be beneficial for young employees who have actively searched for roles that offer flexibility but who also benefit from being in the workplace, receiving guidance from more senior members of staff and gaining a sense of belonging.
Tailored solutions for different roles
There is no one size fits all model when it comes to the running of individual companies, so employers could consider tailored solutions for different roles.
This is about tailoring return-to-work policies based on the specific needs of different roles within the organisation.
Employees in highly collaborative or equipment-dependent jobs may be required to return to the office, while others, particularly in roles that are easily done remotely, are allowed to continue working from home.
This role-based flexibility allows employers to maximise productivity while also catering to individual preferences. For example, companies in creative industries may want designers and developers to collaborate in person, while administrative and customer service teams can operate effectively from remote locations.
This will need to be done in a transparent and fair way so that those staff who need to be in the office don’t feel like they are being discriminated against or treated unfairly.
Offering tailored solutions also means that you can still attract young top talent from elsewhere around the country rather than locally. Relocation can be stressful and lonely for young people and the option to work remotely means they can stay close to family and friends – and not have expensive rents and commuter fees.
To return or not to return
Return-to-work mandates present both opportunities and challenges for employers. On the one hand, they can offer improved collaboration, stronger organisational culture and better oversight. On the other hand, they risk decreasing employee satisfaction, increasing operational costs and increasing their carbon footprint.
Rather than going all out for a full on return to the office, hybrid work models and role-based flexibility may offer a balanced solution, addressing the benefits of in-person work while preserving the advantages of remote flexibility.
