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    How Remote and Hybrid Workers Can Benefit from a Return to Office

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    Over the past decade, we’ve watched much of the workforce gravitate away from the office to a remote or hybrid model. This culminated in the COVID-19 pandemic, when everyone could work from home. Now, two years later, the workforce has continued its return to normalcy, though that normal looks a bit different.
    One difference that remains a point of contention is some employers’ desire for a return to the office and the inevitable pushback by employees who have worked remotely for the past several years. After all, workers have proven they can be just as productive from home while eliminating a daily commute and improving work-life balance. So why go back now?
    It’s hard to argue the conveniences of remote work, and employers that refuse to embrace it may hinder their recruiting and retention efforts. However, for employees, there are times when the office can provide something that remote work can’t, and these intangibles may incentivize incentivize workers to embrace an RTO, even if only temporarily. Here are a few instances when working from the office can prove advantageous.
    When You’re New at the Company
    Whether you’re a recent grad just starting your career or a veteran employee changing jobs, the new employee onboarding process is a time to learn as much about the company as possible. This may include interacting with coworkers and management face to face, attending in-person meetings, or immersing yourself in the company culture. Though a comprehensive onboarding program should also have a digital component to ensure new hires feel comfortable working remotely, those who live within commuting distance of the office can use this to their advantage and make a solid first impression during their first few weeks on the job.
    When You’re Applying for a Promotion
    According to LinkedIn’s Workforce Confidence Index, in a survey of over 25,000 workers, 58% believe it’s essential to be seen by the leadership team. When applying for a promotion, this is especially true. Whether intentional or unintentional, proximity bias can cause management to show preferential treatment to those they see or interact with regularly over those who are out of sight, out of mind. While promotions should ideally be awarded based on work quality and experience, being seen regularly by leadership can sometimes carry greater weight.
    When You’re Recovering from a Mistake
    Nobody is perfect, and throughout the course of your career, mistakes are bound to happen. When they do, the best course of action is to face them head-on. Facetime in the office sends management a proactive message that you’re trying to correct your wrongdoing. While the same efforts can be made remotely, optics can speak volumes, especially when rebuilding trust with managers and coworkers.
    When You’re Planning a Career Change
    A career change can involve several different things – learning new skills, transitioning into a different role, or leaving the company. Either way, it’s a big decision and one you don’t want to regret. Interacting with employees in other roles or departments whom you wouldn’t typically encounter working remotely can help you explore possible career paths within the company while generating new ideas and creating opportunities. Though other opportunities may not exist and leaving may be the right option, the interaction the office provides can help decide this conclusively and avoid regret later.
    Of course, not all remote employees have access to an office, as employers now can expand their recruiting efforts far beyond their physical location. This, combined with advances in video conferencing software that have made it an integral part of every employee’s toolkit, ensures that remote and hybrid work remain a top workplace perk that is here to stay. However, the office still has something to offer, and employees should realize this and take advantage of it. Those who do can combine the convenience of a remote or hybrid schedule with the benefits of an occasional trip to the office in order to help achieve career success.
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      in Talent Acquisition

      How Do You Recruit and Retain Flexible Workers?

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      Since the pandemic hit, we’ve been inundated with research, articles, news, discussions, and content of all kinds around the dramatic shift in the world of work.
      And so here’s another for you.
      But perhaps with an idea that goes slightly against the grain.
      We’ve heard much about the steep rise in demand for flexible working, with LinkedIn reporting a 60% increase in searches for ‘remote work’ and a 189% growth in applications for these positions.
      And providing the option of flexible working appears to be vital not just for recruiting talent, but also for keeping it.
      74% of employees have said they would be less likely to leave a company if given the opportunity to work remotely.
      So, just offer flexible working and all your talent acquisition and retention problems are solved, right?
      You of course know it’s not that simple.
      So, although the headlines read flexible working increases employee loyalty, it’s what’s under the headline that can be the difference between whether an employee chooses to stay or go.
      It’s how that flexible work is managed that’s key.
      Just because a team isn’t physically together 9 – 5 Monday to Friday, doesn’t mean company culture is abandoned. Especially since 77% of job seekers consider a company’s culture before applying and almost two-thirds of employees cite culture amongst the top reasons for staying in a job.
      So, whilst meeting that demand for flexible working is necessary, it can’t be offered in isolation. Think of it more as a strategy of recruiting and retaining talent. Here we run through the components that can make up that strategy.
      Ensure a strong line of communication
      This is obvious, we know. But that doesn’t make it any less crucial. Remote means no longer being able to turn to a colleague and get an immediate answer. Waiting ages for a reply or even not receiving one can be frustrating and slow down progress.
      This doesn’t mean immediate answers should be expected when working remotely. A downfall of working at home for some has been the expectation placed on them to be reachable and responsive 24/7. This, of course, is not what we’re suggesting.
      What we are saying is that there should be lots of opportunities for employees to reach out and get a response. So, that could be using a project management platform, setting up a WhatsApp group, and having weekly team meetings.
      Don’t abandon the onboarding process
      Hiring remotely comes with many obstacles. One of which is showing new recruits the ropes. But that first impression is key. Having a schedule set over 2 weeks that runs through projects, platforms, and meet and greets gives you a structure, plus the confidence that everything important has been covered.
      If meeting in person is an available option, take it. Even if it’s just one day, that physical meet can make all the difference to a new employee. If it’s not an option, then there’s always the trusty Zoom and screen shares.
      Celebrate employee success
      When an employee has done a great piece of work, gone above and beyond, or mastered a new skill, it’s easy to say well done when you walk past them in an office.
      It takes a little more time and conscious effort when remote. But only a little. And that small amount of extra effort can go a long way. So, be sure to send that email or publish that social media post to show your appreciation.
      Adopt a virtual open-door policy
      An open-door policy is often used as a way of encouraging effective communication, showing mutual respect, and building relationships. And just because you no longer have the physical door between you and your employees, doesn’t mean this sense of accessibility has to be lost.
      Make sure your employees know you’re available at the end of the phone, share your calendar, or add a Zoom link to your email signature that allows catch-ups to be booked with ease.
      Create a virtual water cooler
      We all know the cliche, office workers gathering around the water cooler to chat about their lives outside of work. General office chit-chat was a way for colleagues to build friendships. Being in the same room as someone all day meant talk wouldn’t just be about work, you could strike up a spontaneous conversation with someone with ease.
      And so, because flexible working can mean more varied schedules, there’s a risk that any conversation between colleagues only takes place when tasks need to be discussed. Spontaneity is lost and with it the chance to get to know one another.
      But that doesn’t have to be the case. Arrange Microsoft Teams or Zoom calls for colleagues to talk about anything but work. You could include activities and games, or simply keep it as a chance to just chat.
      Arrange meet-ups
      Why not go a step further than the virtual water cooler and organize in-person get-togethers? Team lunches or away days can be a real boost for morale and give you all the chance to create actual connections that can lead to more investment from your team.
      Help with home setup
      Wanting and being able to work from home are two separate things. That’s why it’s important to support your employees with their home office setup. Make sure they have all the equipment they need to work comfortably and effectively, such as a laptop, desk, chair, and phone. And if they don’t, offer to help.
      Offer expenses allowance
      Typically, tea and coffee are on tap when you’re in the office. A kettle, coffee, and tea bags are staple office items, being without would probably cause the same stir as an office without, say, computers.
      But when you work from home, you no longer get the free coffee and tea bonus. Then again, why shouldn’t you? Offering a small expenses allowance for team members gives them the option of working from a coffee shop, this way they still get the drinks and benefit from a change of scene.
      Make sure remote also means flexible
      Just because a company offers remote working, doesn’t mean flexibility is guaranteed. Directors may fear a loss of control and productivity when their employees are working from home, leading to micromanagement.
      A big reason why so many want the option to work remotely is that they want flexibility. They want to be able to work when they’re most productive, pick up their children, do the washing in their lunch break, and start earlier to finish earlier. Make sure your form of remote working incorporates this fundamental flexibility.
      To sum up
      People want flexible work. It’s a fact. But that doesn’t mean they want to be left alone (not all the time anyway). Merely offering flexible working won’t win you the top talent and ensure you keep it. It’s what comes with flexible working that counts. It’s the communication, the increased freedom, the chance to connect, and the continued support, that’s what makes the difference.
      By Amy Nelson, Commercial Director at Nelson Recruitment Services.
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      in Workplace

      Working from Home: One Year in Review

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      When recruiting, if you’re not adapting to working trends along with the nation, someone else will. So how is the working world settling into its new routine after a year of lockdowns and restrictions?
      Whilst many think people prefer working from home, you’ll actually find there are mixed opinions. Some like ditching the commute and having flexibility, others miss face-to-face interaction and getting out of the house.
      Office design experts, Diamond Interiors, have reviewed a chaotic working year to see how the nation has adapted and predicts what’s next for the working world.
      What has working from home changed for good?
      Flexibility certainly sticks out as a big winner. Without a doubt, people are appreciating the ability to spend more time at home, especially those with children. Businessman and founder of the Virgin Group, Richard Branson has been pushing CEOs to adopt more flexible working models even before the pandemic:
      “I’m a big believer that with the technology we have today, balancing family and business should be easier, not harder. Both partners should be able to work, realize their potential and raise a family; and flexible working enables people … to do this.”
      Google’s CEO, Sundar Pichai, sees “the future as being more flexible” and realizes the importance of cutting down commuting for his staff:
      “It’s always made me wonder when I see people commuting two hours and away from their family and friends on a Friday, you realize they can’t have plans… So I think we could do better.”
      Not only does working from home cut out commute times, but it can also cut down costs considerably. With travel costs, petrol, transport and then the daily or weekly lunchtime dining – it all adds up. At home, you’re not tempted by office lunch takeaways, local eateries, or having to spend money on actually getting to and from work.
      However, money transfers to increased electricity, heating, and internet usage. But, how does it compare?
      If you look at a worker who typically drives into a city every workday – such as Bolton to Manchester – that’s around 26 miles of driving every day (13 miles there and back). You’re looking at around £50 in unleaded fuel being saved a month by working from home. For a train commuter traveling from Bolton to Manchester, who uses a monthly season ticket, that’s around £105 saved or £120 without using a monthly season ticket.
      But, you’re probably spending that back on electricity and gas over the month by staying in more. As of April 2019, the average dual fuel variable tariff was estimated at £104.50 a month. This is before the pandemic and government-mandated lockdowns. Now that more people are working from home, with more hours using electricity for work on computers, homebrews, daily microwave pings, lights and so on, that figure is probably rising by at least 50%, if not doubling – especially during those winter months and cold spells.
      How has homeworking affected productivity?
      Gabriele Musella, CEO, and Cofounder of Coinrule, notes a positive, saying working from home “has increased my productivity level. I can stretch out and schedule my work conveniently and work in a more relaxed environment.”
      Others, however, have noticed the strain on productivity homeworking brings, like Nick Pollitt, Managing Director of Diamond Interiors: “We’ve seen employers struggle and noticed an impact. The office environment brings teams together and is where productivity thrives. That spark fades out when staff are distanced from each other; sadly business can suffer.”
      Pichai (Google’s CEO), echoes this by valuing the office for face-to-face interaction and “being together… when you have to solve hard problems and create something new.” He wants to “create more flexibility and more hybrid models” since the company’s internal survey interestingly found quite a split in the favoring of working remotely and in the office.
      Are we entering a new hybrid-working age?
      Salesforce – a cloud-based SaaS company – supports a hybrid work model, claiming “the 9-to-5 workday is dead.” But, they also understand the difficulties of working from home, “especially for those with families at home or for those who are feeling isolated.”
      Big-tech companies are also following suit with Twitter announcing early on that staff can work from home “forever.” However, employees can work in the office when it’s safe to do so.
      With isolation impacting mental health, increased office FOMO, and balancing out costs, it seems the work-from-home shift will be a sliding one, rather than a complete switch. People are enjoying more flexibility at home, but want the best of both worlds. Only time will tell what the future of the working world will look like.
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      in Employer

      Post-COVID Office Perks to Attract New Talent

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      2020 shook us all, with a pandemic that turned our working world upside down. Employers have had to shift to an office design that accommodates social distancing, but they’re also bringing in new office perks to help make the transition back to the office more inviting for new and existing talent, and better for their employees’ wellness as well as productivity. Let’s take a look at how to make your office more inviting to new recruits.
      Office pods
      Social distancing is paramount for COVID-secure office space and the office pod helps with this greatly. Employees can be separated from one another in their own breakout spaces in pods to get on with tasks. Cell pods allow workers to see through their glass pods, have doors open or shut, so they’re not totally shut off but can still practice social distancing and separation.
      Instagrammable areas
      This speaks mainly to the Gen Z and millennials that are on Instagram, making daily updates, always capturing quirky design, meals, or fun businesses. Offices are changing to provide perks that will attract and entice employees to choose them over other companies in competitive job markets. Areas with fun design, abstract interior, quirky stencil wall art, biophilic decor, or even unique, modern sofas and funky corners are capture-worthy. Don’t be afraid to be different in your office design, add originality and fun with those instagrammable pieces.
      Nick Pollitt, Managing Director of office refurbishment company, Diamond Interiors, says that a place of work isn’t just that anymore:

      “Long gone are the days of cubicles, beige walls, and the nine to five. Nowadays workplaces are fun, dynamic, and have a strong focus on perks and benefits. When dealing with staff, whether they’ve been with you for years or are having their first interview, you have to make a good impression on them as much as the other way around.
      Making your office an aesthetically pleasing place is just as important as getting the work done and going home on time. So if you want to attract and keep the best talent, make sure you make your office an enjoyable place to be.”

      Relaxation rooms
      Whether it’s an office library, a hygge room, or a simple chillout room, companies are seeing the benefits of giving employees space to relax for breaks, lunches, or for times they may need to separate and work quietly. These are perfect for showing a high consideration for staff mental health and wellness.
      Games rooms
      A great office perk to have is a games room. You don’t need to go all out, it could be simply providing a games console, TV, and some comfy office sofas. But, to make it top-level, add some quirky games features like mini snooker tables, desk games, ping pong tables, and puzzles – even a fun jigsaw puzzle.
      Social spaces
      These can be integrated with games rooms but also can be areas where you allow staff to be a little more social. In a post-COVID working environment, it’s all about guidance, policies, and signposting. Make sure to keep clear signs and symbols to show where is off-limits, for instance, mark off where seating is off-limits to maintain social distancing. A social space may have newspapers, magazines, and reading materials to help with social work conversations, especially materials that are niche to certain industries.
      Lee Chambers, an environmental psychologist and wellbeing consultant, stresses how beneficial office perks like games rooms and social spaces are to employees’ mental health:

      “The allow employees to disconnect from role-related tasks and take a break, allowing them to connect more fully to the next task when they return. It also facilitates non-work-related communication, which is an essential element of social connection and workplace relationships. Social spaces can also reduce stress, allowing employees to move from their desk and change the scene.”

      Positive effects on staff
      As Chambers points out, the mental effects of office perks are extremely positive for staff – enabling them to reconnect with each other and build healthy working relationships. He also understands how they work in sync with improved productivity. For instance, social spaces and rooms for activities “create an important break in our working patterns that allow us to remove ourselves from cognitive work tasks and regenerate, so we have the ability to return to work with more focus, concentration, and energy.”
      Chambers goes on to highlight that office perks, or rather employers who value them, allow “employees who may not often get to talk a chance to connect”. They also come with creative, productive benefits as “many innovative ideas have come from a workplace social as the typical barriers of work are eroded. These relationship links forge greater company morale, give employees a feeling of connection and purpose outside of work, and give employees something to anticipate and look forward to.”
      There’s no doubt that 2021 is going to be unlike any year we’ve experienced so far. The only thing we can do is make the most of it and try to work as efficiently and safely as possible. What do you think of these 2021 office trends?

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      in Workplace

      Workplaces of the Future Must Take Responsibility for Employee Health and Wellbeing

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      Pre-COVID, employers were already beginning to evolve their workplaces, modeling them after the big tech employers. Of course, large campuses with swimming pools and yoga studios isn’t possible for most businesses, but offering some sort of entertainment has become fairly commonplace, especially in trendy cities like London. Shared offices transformed almost overnight to provide things… […] More