During the pandemic, the way we did work—along with everything else—changed rapidly. While businesses and employers alike scrambled to adapt, working remotely took a turn in the spotlight as the primary mode of work for many people for the first time. Meetings became virtual, and we all got a little too used to hearing, “I think you’re on mute.”
While the ability to pivot to virtual work served us well in a time of crisis, it was never meant to last forever. During the height of the pandemic, remote work was the best available option, and so we gratefully seized it. But as the days of the pandemic settle behind us, organizations must pause to consider if remote work is still the best option for their business.
It won’t be a one-size-fits-all solution—few things in life are. Each organization must do its own research and analysis and make the decision that works best for it. Some companies may choose to stick with full-time remote work, others may opt for a hybrid schedule, and still others may decide that being in the office full time is what makes the most sense.
This decision will have a big impact on your organizational culture, so it’s paramount to first determine what kind of culture you want for your company. From there, you can decide what work policy best aligns with your mission and ultimately sets your organization up for success.
There’s a lot to consider. For instance, how important is it to your company to be able to ideate in person or to have face-to-face meetings? Do you need the organic connections formed when workers run into each other in the hallways or after company gatherings to make your envisioned culture come alive? How do these kinds of interactions affect your company’s bottom line and ability to perform? These are just a few of the factors to think through as your company defines its work policy.
Once your organization decides what works best for your business, it’s time to take action and move forward with confidence. If your company has been operating remotely full time, calling workers back to the office may not be easy. Remote work has become so deeply ingrained in our society that some employees will no longer be willing to work for an organization that requires them to report in person. That’s OK.
Employers must be willing to seek workers who align with their workplace culture—even if this means separating from those who don’t—to protect the organization. Harboring workers who aren’t aligned with your culture is a recipe for a toxic and dysfunctional workplace and does a disservice to all parties. Having the right people in place sets the tone for a productive employee/employer relationship and a flourishing organization.
Determining whether it’s time for your employees to return to the office is a decision you should not take lightly. It will have broad consequences, but in the end, it’s critical for your company to have workers who will support and thrive in your organizational culture. While you may lose some talent along the way, the resulting payoff will be well worth it.
Johnny C. Taylor, Jr., SHRM-SCP, is president and CEO of the Society for Human Resource Management.
Photograph by Cade Martin for HR Magazine.