Better together? How to broach the question of return-to-the-workplace
Several companies hit the headlines recently after taking some pretty draconian measures to get their people back to the office.
Last week, Bank of America employees received “letters of education” demanding they return to the workplace, with the warning:
“Failure to follow the workplace excellence expectations applicable to your role within two weeks of the date of this notification may result in further disciplinary action.”
Oof. And this, from a company that espouses the values “Trust the team” and “Realize the power of our people”.
The message was branded “Orwellian” by the FT, who this week also reported another Big Brother moment from a major corp.
Much like Google did last year, EY has begun monitoring turnstile data as part of its drive to enforce hybrid working.
That’s the same EY whose website declares that “Our purpose — Building a better working world — is the foundation of our culture”.
Meanwhile, Internet Brands, owner of WebMD, is going viral for a “Get back now” video so cringey we weren’t entirely sure it wasn’t a parody at first.
The video presents a line-up of awkward execs, who, frankly, don’t look wholly delighted to be back in their rather drab offices. Each, in turn, gives a stilted rendition of the “better together” message.
The video ends with the CEO saying: “We’re not asking or negotiating at this point, we’re informing”.
Yikes. So much for Internet Brands’ stated value: “We are flexible and collaborative”.
Perhaps employers feel they have the upper hand right now and aren’t worried about haemorrhaging talent to competitors?
If so, that’d be rash given Gen Z’s known willingness to jump ship in the search for purposeful work.
All it will take is a small uptick in the economy and all that over-monitored talent will be an easy catch for companies who actually trust them to do their work in the way that suits them.
No going back, so what to do?
Your employees have realised that ditching the daily commute isn’t just better for the climate. It’s better for their mental and physical health.
It’s better if they’re a parent or a carer or disabled. It’s better if they’re simply an introvert (not all creativity is the product of a group brainstorm).
With the remote-working cat well and truly out of the proverbial bag, there is a better way. Here’s our alternative to “no negotiating”.
1. Genuinely trust your team (especially if “trust” is one of your values)
We get that some roles can’t be done from home. And even if they can, getting together in-person can be a wonderful way to bond with your colleagues (at Broom & Moon, we have regular meet-ups ourselves).
But monitoring and enforcement will never be the most effective way to get the best out of your people.
Treat your team like adults and they’ll respond in kind. Give them what they need to deliver and they will.
2. Consult, don’t compel
A better alternative to the BofA-style “letter of education” is to consider how your people can educate you.
They’re the experts on the best way to get the work done. So kick start a conversation about how to make that work, well, work for everyone.
After all, they’ll already be voicing their opinions about returning to the office, whether you like it or not. So listen and learn.
3. Invest in your purpose and values
People don’t have to always be physically in the same building to feel a sense of togetherness.
You can still unite your employees around a clearly articulated purpose and values.
A shared sense of purpose and values will empower people to make you proud — without you having to track exactly when they’re clocking in and out every day.
Want to kick off a conversation about your culture?
