No. 1 — Communicate clearly and in advance
Going from remote work to face-to-face requires everyone a new organization, and for some, real psychological preparation. You might as well anticipate as much as possible by warning all employees as soon as possible. So, think about send employees an email with all the information they need to resume (day and hour, new rules to respect, etc.). However, the end of teleworking does not sound the death knell for health measures: it is important to put in place specific rules for work safely. To reassure employees, plan to inform them well about the measures in force within the company, on the planned protocol and on the procedure to follow if there is a positive case.
To re-motivate them when they return, do not hesitate to Plan a “welcome” speech to thank them for their efforts during this complicated period to manage. Showing recognition is an important way to make employees want to get involved and to get back on the right foot.
No. 2 — Offer a hybrid way of working
The health crisis has profoundly transformed our daily lives, whether in private life or in the professional sphere. Businesses, in order to respond to new expectations of their employees, will have to demonstrate flexibility and flexibility. The end of teleworking announced by the government does not mean that it must be completely eradicated. On the contrary, What if face-to-face and remote were made for living together, finally ? 86% of employees indeed want to continue teleworking.
Every company must find the right compromise for offer its employees a hybrid operation. For example, you can offer employees, if they wish, the possibility of teleworking a certain number of days per week. For better organization, teleworking days must be defined and validated in advance. Managers will thus have visibility on everyone's schedule. For the employer, it is also an opportunity to reduce the number of employees present at the same time in the office, to reduce the number of positions needed and to save money. A winning operation on all sides...
No. 3 — Adapting workspaces
Office layout must meet two major challenges: respect health standards while allowing each employee to feel good and be productive. The return to face-to-face is the ideal opportunity for rethinking the layout of workspaces and to take stock of furniture and equipment. The objective is to find ways to increase everyone's comfort, and thus, efficiency.
After several months of teleworking, the results are mixed according to employees. Some people want to Find a position in open space, to get out of loneliness and enjoy a collective dynamic again. Others dread this way of working and have become used to working alone, without noise. For employees to easily find their place and above all, their motivation, it will be important to taking into account each other's expectations.
The Flex Office, in particular, is an interesting alternative. Without a fixed office, teams can thus choose the workspace that suits them according to their activity. Open space, phone box, isolated room or informal meeting space : the flex office adapts to the different needs of employees throughout the day.
No. 4 — Conduct individual interviews with employees
Faced with the health crisis and the numerous upheavals caused, the feeling can be very variable from one employee to another. For some, this situation is a major source of stress and anxiety. The resumption of work in physics can be difficult to understand. So take the time to discuss it individually with each employee. In fact, 43% of employees feel that their company does not take sufficient account of their psychological suffering.
This exchange is an opportunity to do a complete overview of the state of mind of employees. The information collected will allow the employer to better adapt to the needs and expectations of the teams. Is an employee really afraid of going back to physical work? For example, you can imagine a more gradual return plan, allowing him to continue to work from home on certain days.
In summary, The return to the office should not be seen as a constraint. And while this is the case for some, it is essential to find tailor-made solutions. The individual interview will then allow employees to be gently supported. It will also be an opportunity to Define new goals for recovery.
No. 5 — Organize team building activities
Your employees have now relearned to working together on a daily basis. It's a good time to plan convivial moments, to get together and to decompress! They are essential for strengthen group cohesion, which will certainly have been undermined by the remoteness. While health restrictions are gradually being lifted, new forms of teambuilding emerging, to link the useful with the pleasant. Eco-responsible seminars, digital detox, virtual reality, cultural rally... there are many possibilities to create or recreate strong relationships between employees and to help them get to know each other better. Beyond offering employees the opportunity to escape and change ideas, teambuilding then allows them to work better together on a daily basis.
In the last two years, lifestyles have changed considerably. The 2022 office must adapt to the new expectations of employees, for whom well-being is now central. The end of remote working is creating new challenges for businesses. They will have to place their workspaces at the center of their strategy, to offer the best possible employee experience. It's time to let go of old patterns and turn to a more flexible and flexible way of working!
