8.15.24
By Jennifer Jacobus, PHRca, SDEA CEO 
The conversation of remote work, hybrid work and getting employees back in the office (otherwise known as RTO – return to office- because we don’t have enough acronyms in our lives), is still a hot topic. In fact, Dell was in the news recently because they had introduced new policies requiring hybrid employees to track their office attendance and ensure they entered a physical office space at least 39 days a quarter, or approximately three days a week.
Dell employees, who classified themselves as remote workers, had to agree that they would no longer be eligible for job promotions or role changes if they did not comply with the new policy.
More than 50% of Dell’s employees said, “thanks, but no thanks”, to the opportunity for a job promotion or role change. Reasons given varied from costs associated with RTO such as gas and meals eating out, to employees feeling that they work better and are more productive when working from home.
Dell is not alone. In a survey conducted by Resume Builder, 90% of the 1,000 participating companies said that they plan on getting employees back to work by the end of 2024, while also acknowledging that the “9-5 commute” is dead. CEOs in all industries feel that employees are simply more productive in the office and even consider remote work and hybrid work a “free for all”.
Last year, both Google and Amazon were in the news for similar reasons. Both companies were requiring employees to come back to the office and employees at one of Amazon’s sites even facilitated a walk out because of the mandate.
So, with employees vehemently digging their heels in over RTO mandates and employers seemingly turning a blind eye, how do the two sides come together?
I think most would be hard-pressed to find too many people who could argue that there is not some benefit to having employees all together, in person, working and collaborating. But there needs to be a middle ground. Employers should ask themselves why they feel so strongly about RTO, what is the end-game, what are the pros and cons? If the answer is anything similar to, “that is the way we have always done it”, then I suggest heading back to the white board.
Employees who are required to come back to the office, Monday through Friday, are going to be disgruntled and the opposite of engaged, thus not very productive. This can have a huge impact on morale. RTO policies will (if not immediately, in the near future) have an impact on an employer’s ability to attract and retain talent. Those employees who are forced back into the office will most likely be spending some of their working hours searching for a new, hybrid job.
SDEA suggests getting your employees involved in a solution so both sides feel a win. Work together and discuss what might a hybrid schedule look like? This can promote ownership with the new work norms. Explore other options such as flexible work hours. Maybe the traditional 9-5 does not work for everyone and if your business or industry allows for it, maybe more non-traditional work schedules would be a good option. Make the employees want to be in the office. Still have the “executive suites” and cubicles? How about a more open work environment? If you want employees to come back to the office to engage with each other and be more productive, allow for that in the working space; bean bag chairs, comfy sofas, snacks in the kitchenette. Lastly, making sure your employees have the latest and greatest in technology while in the office.
This topic is not likely to go away any time soon and certainly not quietly. If you want to vent or bounce ideas off SDEA, give us a call at 858-505-0024. Remember, we are HeRe for you!