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Getting Workers Back to the Office

Nov 11, 2024


  • 4min

Getting Workers Back to the Office

Industry News

Getting Workers Back to the Office

Last month, a British cabinet minister warned that excessive working from home will stunt the growth of young professionals. Of course, as per Newton’s theory, this was immediately countered with a tsunami of claims that remote work boosted productivity, mental health, and an endless raft of other positives.

With a new case being brought before the Fair Work Commission, many employers are still unsure what their obligations are and rights around working from home (WFH) as the washup from the Covid era lingers.

Some want all their employees at their desk at 9am, attending meetings in person and operating as a focused team, while others see WFH as a valuable option creating happier workers increasing productivity and output. But problems emerge when there is a disconnect between the two leading to potential areas of conflict.

As employers are switching to dual models mixing remote and onsite work, they are meeting some resistance from workers who would rather stay home.

However, working from home is not an automatic right. Rather, it is part of a negotiation process, and as employer you do have the right to set parameters around WFH or even outright deny WFH requests.

However, some problems have emerged as workers have become used to WFH and do not want to come back. To ease the transition back to the office, company leaders can do a few things to keep the process as smooth as possible.

Make the case for returning to the office

Lay out your cards. Research has shown employees respond better if they are given a reasonable explanation as to why they should return to the office. Identify how much office time versus WFH time is required and explain why. This could be minimum of three core days a week in the office. Explain why, and seek their position on such an arrangement.

Other tactics might include explaining why time spent together is beneficial and promotes better productivity. Stress the benefits of teamwork, personal proximity, and workplace camaraderie.

Listen

There are going to be a broad range of reasons employees want to WFH and it is important employers take these on board. These include childcare, aging parents or avoiding a long commute.  You need to understand why employees are requesting to WFH before any potential negotiations or concessions to take place and be prepared to factor these into discussions. As was highlighted in the recent Fair Work case, you need to look at the individual factors on a case by case basis – your cannot have a blanket rule and apply that across the board.

Focus on carrots, not sticks  

Research shows employees who are coerced back to the office were more disgruntled than those who were lured. Generally, employees will respond better to incentives and reasoned arguments than threats.

Possible strategies might include social events, compressed working weeks, or gym membership. The rule of thumb is reward, not punish.

Review contracts

At some point, there may be a need play a little harder. Although enforcing contractual obligations might be a last resort, it may be necessary. However, there can still be room for negotiation. Even if a contract mandates working at the office, if the employee has become accustomed to WFH, as an employer you can agree to be flexible and negotiate a day or two at home, with the remainder of the week at the office.

While this process may feel time-consuming, reviewing contracts and signalling future iterations or contract renewal can give employers some leverage. Again, negotiation is always preferable to coercion.

Keep communicating

Finally, keep communicating with your employees and adapt your work practices. Being nimble is the key. If you want to retain talent, work with it. Balance your needs with those of your team. Keep talking – dialogue is key and promoting open communication channels is better than top-down directives.

While you might want everyone in the office five days a week, it is also important to understand that this may not happen overnight – or at all. Ultimately employees have the right to request flexible work arrangements including WFH,

The best solution is to negotiate, navigate and adapt to this continuously fluid situation and see this is an opportunity rather than a threat.

Get more out of Total HRM

Guides to help you uncover human resource insights, and make the right changes to improve team delight.

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Employee Recognition – 17 Ideas To Try At Work

Sep 09, 2024


  • 4min

Employee Recognition – 17 Ideas To Try At Work

Operating Solutions
Employees who feel valued and appreciated are generally more engaged, loyal, and dependable compared to those who feel disconnected from their employer. Creating a work environment where employees feel motivated is key, and recognizing their efforts is a simple yet powerful way to begin fostering that atmosphere

3 Types of Recognition

Formal recognition is usually structured on a large scale and planned ahead of time. This is the traditional type of employee recognition, often provided in the form of a bonus, raise, or positive performance review. Additionally, formal recognition almost always comes from managers, leadership, and other senior members of staff.

Informal recognition is not an “organized” form of recognition and typically isn’t planned in advance. It tends to be small-scale and occurs sporadically. A few examples of informal recognition include giving a shout-out during a company-wide meeting, sending a peer an eCard, or deciding to buy the office lunch on a random day. Informal recognition can come from peers or leadership.

Everyday recognition is even more informal than most types of informal recognition. As the name implies, this includes small, everyday gestures that demonstrate appreciation, such as thanking an employee for a good day of work when they leave the office. Everyday recognition can come from anyone at your workplace.

Recognition Ideas for Leaders

Employees often feel a sense of pride and surprise when recognized by their leaders, reinforcing that their contributions are noticed by those higher up. Here are some thoughtful ways leaders can show appreciation to both individuals and teams.

Individual Recognition Ideas

1. Positive Feedback: Regularly share encouraging feedback, whether through a quick email, a video call, or face-to-face. It’s simple but impactful.

2. Value-Based Awards: Recognize employees who embody company values with quarterly awards. This motivates individuals and keeps everyone aligned with the organization’s mission.

3. Public Shout-Outs: Recognize employees at an all-hands meeting, giving them a moment of visibility that highlights their efforts to the whole company.

4. Private Lunches: For employees who prefer quieter recognition, invite them to lunch to express your appreciation in a one-on-one setting.

5. Company Swag: Branded items like mugs, hoodies, or notebooks can go a long way. They’re practical and allow employees to show pride in their workplace.

6. Experiential Rewards: Consider offering experiences as rewards for exceptional performance, such as cooking classes, skydiving, or a weekend retreat.

    Team Recognition Ideas

    7. Catered Meals: Treat your team to a special lunch or dinner. Make it unique with fun extras like a popcorn stand or an ice cream cart.

    8. Office Outings: Organize fun team outings, like mini-golf, trivia nights, or escape rooms. Avoid alcohol-centered events to ensure everyone feels included.

    9. Surprise Time Off: Give employees an unexpected day off or implement early closures on Fridays, especially during summer, as a thank-you for their hard work.

    10. Wellness Days: Promote health and well-being with on-site activities like massages, yoga, or meditation sessions.

      Peer-to-Peer Recognition Ideas

      Recognition from peers is equally important since co-workers often have the closest understanding of each other’s contributions. Encouraging peer recognition fosters stronger bonds and collaboration within teams.

      11. Team Trophy: Pass around a team-specific trophy (like a fun object or stuffed animal) to the person who best embodies the team’s values.

      12. Sticky Notes: Leave a handwritten note on a colleague’s desk or favorite coffee mug. Small acts of kindness throughout the day can make a big impact.

      13. Homemade Treats: Surprise your teammate with a homemade snack or dessert as a sweet gesture of appreciation.

      14. Handwritten Notes: In a digital world, a handwritten letter can leave a lasting impression and show deep appreciation for a colleague’s efforts.

      15. Social Media Shout-Outs: Celebrate your peers on social media platforms, giving them public recognition that highlights their hard work.

      16. Compliment Chain: Encourage colleagues to “pay it forward” by giving compliments to people who aren’t on their immediate team, creating a more inclusive culture.

      17. Recognition Software: If your team uses collaboration tools like Slack, implement recognition software that allows peers to easily share kudos for a job well done.

      Putting Employee Recognition into Action

      Implementing an employee recognition program doesn’t have to be complicated. Whether you decide to create a formal recognition program or just take small, consistent steps to thank your team, the benefits are clear. Thoughtful recognition strengthens team connections, motivates employees, and fosters a culture where hard work is genuinely valued.

        Check Out our Leading Others Workshop!

        Leading Others is an eight-week workshop series designed to help you get the most out of your team and build your leadership skills. Contact our team for more information or discuss building high-performing teams on 1800 868 254, or set up a meeting.

        Get more out of Total HRM

        Guides to help you uncover human resource insights, and make the right changes to improve team delight.

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