Chris Rossiter FRSA’s Post

As we head into 2024, how will the great return to office debate shake out in the new year? WorkLife spoke with HR and change management leaders, including Eptura's Carol Howard, and found that "90% of companies are planning to implement RTO policies by the end of 2024, and new research from KPMG that revealed 63% of CEOs predict a full return to in-office work by the end of 2026." https://okt.to/ux3sDi #RTO #Eptura #worklife #HybridOffice #HR #changemanagement

Check out this article discussing how the push to return to work may play out in 2024. There are interesting points on both sides of the argument. Returning to work certainly promotes collaboration and teamwork, yet the flexibility that comes with remote work is a definite draw for employees. “I wish companies would be honest and drop the whole culture excuse,” said Eric Mochnacz, director of operations at change management company Red Clover. “I wish they would say: ‘Listen, we made a long-term investment in this office space and we want to continue to add value to it and that’s why we’re actually asking people to come to the office.’ It’s a very practical explanation.” #hybridworkplace #remotework #returntowork #workenvironment

Another great article about Return-to-Office policies! This one is from MIT Sloan Management Review. My favorite quote, "RTO mandates do have an impact — and it’s pretty much all negative." HR Professionals are key to ensuring that remote work drives success for both the company and the employees. We need to be building cultures that recognize outcomes over facetime. https://lnkd.in/grTkU-c4

As organizations balance in-office policies with flexible work arrangements, it’s important to reframe the conversation to make the office an energizing environment where employees want to be, according to a new article published in Harvard Business Review. Leaders should engage in open dialogue with their teams to balance business needs with employee preferences, fostering a more productive and satisfied workforce. Read more: https://lnkd.in/gS62P8Y5 #WorkforceTrends #HybridWork #FlexibleWorkBalance

Understanding the motivations behind the push for a return to the office is crucial in navigating the future of work. This article from HR Dive delves into the reasons why bosses are eager to bring employees back into physical workspaces. Whether it's fostering collaboration, maintaining company culture, or addressing productivity concerns, leaders are grappling with complex factors. As we chart a path forward, it's essential to consider flexible work arrangements that balance employee preferences with organizational needs. Let's leverage this insight to shape a workplace that promotes both productivity and employee well-being. #FutureOfWork #RemoteWork #EmployeeEngagement #WorkplaceCulture #EY #EYGIGNOW

🌟 Return-to-Office Mandates: How to Lose Your Best Performers 🌟 Recent mandates pushing for a full-time return to the office overlook crucial factors in modern work dynamics. Check out this eye-opening article shedding light on why the traditional "office-centric" approach might not be the best path forward. Here's what you need to know: 🏢 Outcomes Over Oversight: Discover why focusing on outcomes rather than physical presence can lead to greater engagement and productivity. 💡 Doom Loop vs. Boom Loop: Understand the detrimental effects of monitoring and mandates, and learn how a trust-based approach fosters a positive feedback loop of performance and satisfaction. 🚀 Building Trust, Driving Results: Learn from real-world examples how organizations that prioritize trust and flexibility achieve superior financial performance and employee satisfaction. 📉 Rethinking Return-to-Office Mandates: Uncover the hidden costs of forcing employees back to the office and why flexibility is key to retaining top talent. #FutureOfWork #FlexibilityWins #TrustMatters #EmployeeEngagement #Productivity #WorkLifeBalance #RTO #returntooffice #worktrends #careeradvice #businesstrends #management #consulting https://lnkd.in/eDMHvSYt

Return to Office Mandates are a cultural red flag. Whether it's full-time or a set of days per week, the research shows that the demand for employees to return to the office is not, and has never been, about improving culture, increasing productivity or even to boost employee wellbeing. It is overwhelmingly about control and scapegoating. "Results of our determinant analyses are consistent with managers using RTO mandates to reassert control over employees and blame employees as a scapegoat for bad firm performance. Also, our findings do not support the argument that managers impose mandate because they believe RTO increases firm values." https://lnkd.in/dTbXzN47

Worth reading as discussions about Return-to-office approaches are rising. Short wrap up: 1. Return to office as a way to increase productivity lead to not only decreased employee satisfaction, retention issues, and a loss of trust but also to lower instead of higher performance, especially from high-performers. 2. Trust and performance come from building alignment on how to measure results and drive accountability. When companies offer trust, flexibility, and a focus on outcomes, they see greater engagement and productivity. 3. Measure outcome instead of monitor your employees! This will give you freedom for flexibility about where and even when people work. 4. Most people want some time together with their teams and some time at home. Teams that figure out a regular rhythm that works for them perform best. The bottom line is that when trust is balanced with accountability, people and organizations will thrive! #workfromhome #returntooffice #rto #trust #flexibility #mobilework

The recent decision by the NSW government which has mandated that their staff must return to the office has (again) highlighted the challenges companies face in creating policies that balance in-office work with flexible working arrangements. A recent HBR article emphasises the importance of how these policies are framed and communicated to employees. The TLDR version is as follows: 1. There's no silver bullet, as both in-office and flexible working have benefits. 2. The way return-to-office (RTO) mandates are introduced significantly impacts employee retention, especially among long-tenured staff. 3. It's important to reframe the conversation about flexible work to avoid an adversarial "us vs. them" mentality. They propose a three-step approach for leaders: a) Acknowledge the challenges and be patient b) Focus on mutual value for both the organisation and employees c) Approach the process as a data-driven, co-created, iterative learning experience The article concludes by suggesting that leaders should focus on making the office an energising environment that employees want to be in, rather than forcing them to return - do you think this is enough, and specifically what do you think an energising environment actually looks like? https://lnkd.in/eiDHw7tp #HRStrategy #TalentPipeline #LawFirmLeaders #FlexibleWorking #ReturningToTheOffice #WFH #EnergisingEnvironment

Leaders Need to Reframe the Return-to-Office Conversation As organizations balance in-office policies with flexible work arrangements, it’s important to reframe the conversation to make the office an energizing environment where employees want to be, according to a new article published in Harvard Business Review. Leaders should engage in open dialogue with their teams to balance business needs with employee preferences, fostering a more productive and satisfied workforce. Read more: https://lnkd.in/ersxKWBq #WorkforceTrends #HybridWork #FlexibleWorkBalance