HR managers and leaders are grappling with this as companies scramble to increase in-person collaboration. A hardline approach of mandating attendance may seem like the easiest thing to do, but it’s often detrimental to employee morale and workforce retention.
HR futurist and best-selling author
Below is a rundown of some of Schawbel’s insights, focused on employee engagement and HR software , that can make all the difference to a return-to-office plan. For th south africa whatsapp number data is article, we based it on an interview we conducted with Dan Schawbel and the results of a Capterra survey of 2,716 employees worldwide.* You can see the full survey methodology at the end of the article.
Approach 1: Return-to-office policies should facilitate, not eliminate, the hybrid model, so implement strategic scheduling
“I think we’re all going to end up working hybrid in the long te we are not here to fail rm,” Schawbel said. “This model offers the best of both worlds for people who understand the importance of coming into the office, but don’t want to lose the independence and flexibility that comes with working remotely.”
So what does this mean? Instead of mandating certain days of the powder data week or fixed times to come into the office, more flexible guidelines could be set for how long workers can be in the office to avoid traffic or public transport congestion.
Capterra’s survey shows that this could be more
In fact, a flexible work schedule was one of the most popular benefits among respondents. It outranked alternatives such as transportation reimbursement and on-site childcare (chosen by 64% and 27% of respondents, respectively).