It has been a hot minute since the pandemic plunged the population into remote working. Yet, five years on, it is no secret that there’s a significant proportion of the workforce who don’t want to let go. Before COVID-19, just 4.7% of the population were remote-working, but by autumn 2024, 28% of adults were still classified as hybrid workers. The experience has shaped the modern workplace.
For companies that desire a full return to the office, it’s challenging to know how to entice employees back. There’s an increasing pressure to make offices “worth the commute” — it’s uncharted territory, but all-important when bringing back your workforce. Here are strategies that work.
Emphasise social interaction
There is one underlying piece of feedback supporting in-person working: social interaction. It might be comfortable to curl up on our sofas or work in slippers next to coffee machines at home. Yet employees do miss the spontaneous conversations and bonding with their team.
Emphasise the availability for interaction by fostering connections in the workplace. Design communal spaces, create overlapping breaks, and rebuild that company culture from the inside out.
Offer amenities
Speaking of coffee machines, treat this as your sign to reinvest in amenities. People are more likely to return if their workplace supports their professional and personal needs, and that includes easy caffeination. There has been a rise in well-stocked kitchens, wellness rooms, and commercial coffee machines.
Remove the barriers to commutes, too. Bike storage, complimentary car parking, and commuter schemes are all worthwhile investments.
Communicate without pressure
Invite employees to return, but don’t force them. The truth is that many employees have now built their lives around the flexibility of remote working. If you hired candidates on a hybrid or remote basis, this shift could also come as an unpleasant shock. Factoring in commutes can have implications on childcare (cutting off the chances for school drop-offs) or even cost employees a significant amount of money.
Share why it matters and communicate without pressure. By engaging in open conversation, it may even present an opportunity to address potential barriers, such as negotiating later starts for parents or a pay rise for staff feeling the financial strain of commutes.
Encourage autonomy and balance
On that note, autonomy is everything. Many employers have strong opinions on remote working, but it’s essential to strike a balance. Yes, it’s important to emphasise the benefits of in-person companies, but also be flexible. Encouraging individual ownership of schedules often yields greater results. This is particularly the case for those who’ve been working entirely remotely — re-entering the rigid structure of an in-person role is jarring.
Re-establishing an in-person workforce is no mean feat; societal expectations have undergone such a drastic transformation. Start small and really focus on company culture. With the right attitude, you’ll have employees coming back.
