Awardco’s CEO, Steve, shares insights into the ongoing conflict between employers and employees regarding workplace flexibility in the aftermath of the pandemic. While employees value the work-life balance that remote work offers, many organizations are eager to implement strict return-to-office policies. This dilemma has posed a significant challenge for many leadership teams seeking to find the right balance between the two opposing sides.
Awardco, like many companies, struggled to navigate this dilemma but ultimately found a solution that strikes a healthy balance between in-office expectations and flexibility. Steve shares three key strategies that have helped his company in this regard. First, making the office a place people want to be by offering amenities such as quiet areas, exercise spaces, upgraded equipment, food options, team activities, and celebrations. Second, setting clear expectations while allowing for exceptions based on individual circumstances. And finally, scheduling required in-office time while allowing for flexibility on other days.
Creating an office environment that employees want to be in is essential to encouraging them to return to in-person work. By offering a variety of amenities and activities, companies can make the transition back to the office more appealing for employees who have grown accustomed to remote work during the pandemic. Upgrading office spaces, providing exercise opportunities, offering healthy snacks, organizing team activities, and planning companywide celebrations can all contribute to creating a positive workplace culture.
Balancing clear expectations with flexibility is another key strategy that has helped Awardco strike a healthy balance between in-office collaboration and remote work. By setting the expectation that employees should be in the office as much as possible but allowing for exceptions in cases of legitimate reasons, such as transportation issues or appointments, companies can promote trust and autonomy among their staff. This approach allows employees to feel supported while still meeting the company’s objectives for in-person collaboration.
Implementing a schedule of required in-office time can also help organizations maintain a balance between in-person collaboration and remote work. By establishing set times when all employees are expected to be in the office, companies can promote teamwork and communication while still allowing for flexibility on other days. This approach ensures that employees have dedicated time for collaboration while also allowing for individual preferences for remote work on certain days.
Balancing productivity, burnout, collaboration, and work-life balance is a challenge for many organizations, but finding a healthy balance between flexibility and culture can lead to a more engaged and empowered workforce. Implementing strategies such as creating a desirable office environment, setting clear expectations with room for exceptions, and scheduling required in-office time can help companies navigate the complexities of returning to in-person work post-pandemic. By prioritizing the well-being and preferences of their employees, companies can create a work environment that supports both individual needs and organizational goals.
