Pros of going back to the office

Depending on your organization, returning to the office may offer several potential benefits for you and your employees. Here are some of them:

• Increased face-to-face communication: When employees share the same space, they can have in-person conversations and meetings. Physical presence can foster impromptu discussions and brainstorming sessions. Face-to-face communication can also help strengthen company culture and connection. However, employers can often achieve the same collaboration if they schedule remote events that foster professional relationships.
• Team building: Being in the office can provide employees with more opportunities to socialize and engage in casual conversations. These interactions can enhance bonds among employees, building trust and friendly working relationships. A physical workspace also allows for meaningful team-building activities, such as volunteer projects or food drives. However, some employees may find it easier to establish relationships with remote colleagues. The U.S. Career Institute estimates that 46% of workers prefer this setup when making connections.
• Convenient access to company resources: If your company relies on specialized equipment or facilities, returning to the office may increase access to important resources.
• Less isolation: Some employees thrive in a social environment. For these workers, returning to the office can reduce loneliness, provide human contact and improve mental health. However, some employees may enjoy the solitude and be more productive when working at home.
• Streamlined technology management: An in-office workforce may allow an IT department to better manage data security and troubleshoot technology issues. Not needing to worry about varying home internet speeds, security and stability can make it easier to provide a high-quality internet connection for everyone on the team.
• Easier onboarding : In-person onboarding enables new employees to have face-to-face conversations with their new colleagues. It might also simplify training, allowing for engaging company tours and helping new hires feel like part of the team. Video conferencing and virtual training can accomplish the same result, but it often requires more intention.

Pros of staying remote

A permanent transition to remote or hybrid work can potentially benefit your company in several ways, too. Consider these advantages when it comes to employees who work from home or partially in-office:

• Happier employees: Your employees may feel that remote work improves their work-life balance . If your employees prefer working from home, maintaining this arrangement may help with employee retention, potentially reducing turnover.
• Lower overhead costs: With a remote workforce, you may be able to reduce the size of your offices or eliminate your physical location altogether. Even if you keep your current space, a smaller on-site workforce can help reduce energy consumption and water use.
• Improved recruiting: As a fully remote company, you may find more success in recruiting new employees who value the flexibility of working from home. A remote position allows you to consider applicants from outside your geographic area.
• Smaller carbon footprint: When employees don’t need to travel to the office, it helps lower transportation-related greenhouse gas emissions. A smaller on-site staff also uses less energy, further reducing your company’s environmental impact. According to a Cornell University study, a remote worker may have a 54% lower carbon footprint than an in-person employee.

How to decide between returning to the office or staying remote

The ideal work arrangement for your business depends on various factors, including your operations, circumstances and employee preferences. Consider these tips to evaluate the situation and decide if you should work remotely or return to the office.

Evaluate your current circumstances

If your employees are currently working remotely, assess how this arrangement impacts the business. Here are some questions to consider:

• Has the shift to a remote model changed the way you conduct business?
• Are employees completing projects and assignments on time?
• Are your profits increasing or decreasing?
• Do your employees seem happier working from home?
• Has the company culture changed?
• Are you satisfied with how the company operates remotely?
• Are there any infrastructure changes that could improve the remote work experience?
• Do employees communicate openly and frequently?

If the remote model has been successful for your business, you might consider making it permanent. However, if you have concerns about remote work, you may want to consider transitioning to a hybrid or in-person workforce.

Alternatively, think about what adjustments could address any issues. For example, if remote employees aren’t communicating effectively, you might schedule regular meetings or invest in an online collaboration platform.

Consider the financial implications

Analyze the financial impact of staying remote versus returning to the office. A remote workforce can help you save on overhead costs, potentially increasing your profit margins. However, if working remotely has led to decreased productivity or sales, the savings on overhead may not be enough to offset the loss in revenue.

Calculate how each option could affect key costs, including:

• Utilities and rent or mortgage payments
• Insurance
• Equipment and technology
• Office furnishings and decor
• Building maintenance and repairs
• Payroll

It’s also important to consider how your decision may impact your employees’ personal finances. Working from home likely enables them to save on commuting costs, food and work clothes. These lower expenses may improve employees’ financial stability and reduce stress, allowing them to focus more effectively on their work.

Consider your employees’ opinions

Survey your employees to find out how they feel about returning to the office. If you have a small staff, reach out to each person individually to discuss the options. While employee feedback may not be the only factor in your decision, it should significantly influence it, especially if a majority express a strong preference for either remote or in-office work.

It can be helpful to learn why employees prefer one option over another. Some may value the flexibility and work-life balance that remote work offers, while others may feel more productive working from an office environment. Understanding their reasons can also help you gauge employees’ feelings and assess the risk of losing quality workers if you choose an arrangement that doesn’t align with their preferences.

Your employees’ locations may also shape their opinions about remote work. If they’ve moved to a new city or state to benefit from lower living costs, returning to the office might not be a feasible option.

Assess the possibility of alternative work arrangements

Remote work and a full-time return to office aren’t the only options available. You might also consider a hybrid model where employees split their time between remote and on-premises work.

The right hybrid schedule depends on the company’s needs. If you want to enhance team-building and personal relationships, you might ask the entire workforce to come in on specific days of the week. To maintain flexibility, consider allowing workers to choose two or three days to come into the office. Alternatively, let managers determine which days their teams work from the office.

Prepare for employee reactions

Some employees may disagree with your decision to remain remote or return to the office. Be prepared to explain your reasoning, highlight the benefits and provide opportunities for employees to express their concerns and opinions.

You can also offer solutions to ease the transition. If workers are worried about commuting costs, consider providing a stipend to cover public transportation or fuel expenses. If they miss the personal connections of in-office work, consider hosting occasional in-person retreats, training sessions or social gatherings.

Regardless of your decision, anticipate a certain degree of employee turnover. Ensure your HR team is ready to fill the positions of any departing employees.

Tips for coming back to the office

If you decide to return to the office permanently, plan the process carefully. Here are some tips for a smoother transition:

• Communicate with your employees: Let your staff know about the company’s new return-to-office policies as soon as possible. Advance notice allows them to make necessary arrangements for childcare, pet care and transportation. It also gives them time to mentally prepare for life back in the office.
• Be flexible: Even if you want your staff back in the office quickly, offer as much flexibility as possible. A flex schedule or a gradual return can create a more pleasant transition.
• Update staff regularly: Send regular emails about return dates, updates to the workplace and procedures employees need to follow.
• Start with management: Bring your managers back to the office first. Train them on updated policies and procedures, and work together to create an exciting and positive experience for employees.
• Get employee support: If your employees are hesitant to return, emphasize the benefits for the company and the team. Ask what they need to feel enthusiastic about the transition, and make an effort to fulfill their requests.
• Support during the transition: After working from home, it can be difficult to adjust to office life. Be prepared to provide your employees with additional support during the first few months.

Tips for staying remote

If you decide to keep your employees working from home, these tips can help you maintain smooth operations:

• Evaluate the situation: Look for ways to improve the remote work experience for employees. This may include updating technology or software, providing new home office furniture or establishing a regular meeting schedule.
• Improve communication: Find effective ways to communicate. This might involve regular team video calls, project message boards, instant messaging or quick phone calls. Encourage employees to reach out frequently with any questions or concerns.
• Provide support: Ensure your employees have the guidance and resources they need to work from home long-term. Establish a clear chain of command and contacts for various types of support so your employees know who to ask for help.
• Upgrade your systems: Work with your IT department to upgrade software, operating systems and other technology tools. Make sure your data security protocols are sufficient for use on home internet networks and cloud-based systems. You may also want to establish standard practices for passwords and internet access.
• Create remote policies: Adjust your company policies to reflect the shift to remote work. If you handle sensitive information, consider creating rules about where employees can work and which internet networks they can use. This is especially important for people who want to work from coffee shops or international locations. To maximize location flexibility, consider offering a secure VPN for accessing company data and accounts.
• Build a remote company culture : To help employees feel connected to your organization, maintain a strong culture. You might host virtual team building activities, send care packages with company branded merchandise and recognize employees’ accomplishments. Additionally, make time during video meetings for casual conversation and personal updates.

FAQs about bringing employees back to the office

What if employees don’t want to return to the office?

Employees who have grown accustomed to the flexibility and convenience of remote work may be reluctant to return to the office. If you want to retain these employees, consider whether you can offer them a remote position or a more flexible schedule.

However, if you aren’t able to accommodate remote work, some employees may seek remote employment elsewhere. Let them know you respect their decision and thank them for their contributions to the company. You might also offer to write a letter of recommendation or refer them to another company that’s hiring remote workers.

Should employee salaries increase when they return to the office?

Offering raises or promotions can serve as an incentive to ease the transition.

If you’ve hired employees for remote positions, keep in mind that their salary expectations may differ for an in-office role. When they give up the benefits of working from home, they may seek higher compensation.