Return to the Office: 6 Key Decision Factors

Many organizations are currently considering whether it’s time to end remote work options and begin a return to the office. Employers shouldn’t just consider COVID cases and vaccination rates, though. A myriad of factors will illuminate the best course of action for an organization and its employees. Additionally, it’s important to note that some organizations may benefit from a return to work plan that has nuances. Perhaps the employer may allow some employees to stay remote, require employees to work from the office only a few days a week, offer a hybrid work environment for everyone, etc. MP’s HR experts outline the six factors employers should consider when deciding whether to return to the office (full-time or not).

6 Key Decision Factors for Return to Work

1. Look at statistics for productivity, performance, and longer hours.

Often, managers are concerned that a remote worker won’t fulfill their job duties to the level they could if they were in office. However, research has repeatedly shown that when employers permit staff to work from home, they are more productive and work longer hours. (For example, a Stanford Business School study found that productivity increased by 22% for employees who worked remotely during the pandemic.) Additionally, people with a remote job often experience fewer distractions and have more time and energy (since they don’t commute) to give a higher level of performance to their job. If general research doesn’t feel helpful or compelling, employers may consider their own workforce. If they can compare performance from early 2020 or 2019 to performance in 2021 or 2022, they may be able to ascertain whether a return to the office will be beneficial.

2. Review job descriptions.

Employers may want to consider returning employees on a case-by-case basis. They should review every employee’s job description, determining whether each duty can be performed remotely or must be done in the office. It may make sense for an employer to only return some of their staff to the office, or only return staff to the office part-time, to complete specific job duties. For example, a receptionist must greet and direct visitors. They can’t perform this duty remotely. An IT manager may be able to complete 90% of their job duties from home, but need to come into the office once a week to physically fix computers, maintain network setups, etc. If employers don’t have updated, comprehensive job descriptions for every employee, they may want to work with HR experts, such as the ones at MP. There’s a plethora of critical benefits to having updated, comprehensive job descriptions.

3. Consider the individual employee.

Managers may need to think about whether certain employees are able to continue to work remotely on a case-by-case basis. Some employees may have thrived when working remotely, while others may have floundered. If employees have performed poorly when working remotely, it may be time to return them to the office or give them a warning that they must return to the office if they can’t improve. One additional consideration is whether the employee has the setup to work from home. Employers should ask a few questions:

• Do they have the right equipment? If not, is the company able or willing to provide it?
• Do they have a quiet, secure environment to work in, especially if they’re handling sensitive data?
• Can their remote connection be as fortified as necessary in terms of cyber security?

4. Examine cyber security requirements.

Depending on the industry, different employers will need varying levels of cyber security. For example, a company that handles sensitive client data or documents needs tighter cyber security than one that doesn’t. (Every employer should consider cyber security on some level, though. Some sources have found that cyberattacks have impacted as much as 80% of organizations.) Employers should determine if they’ll be able to achieve the level of cyber security they need if they allow their team to stay remote or work in a hybrid environment. The cost of a cyber attack can be devastating (sometimes, it will even shut a company down completely). Employers should ensure their plan includes steps to furnish the level of cyber security needed.

5. Be mindful of employee engagement.

Employee engagement is always a critical element of an organization’s success. When employees are happy, feel connected to their jobs and teams, and don’t feel chronically overwhelmed or stressed at work, they perform at a higher level. Investing in employee engagement will pay big dividends later and will directly impact a company’s ability to meet its larger business goals. Per the Pew Research Center, 76% of employees prefer to work from home. A Gallup poll found that three in 10 employees say they will search for new jobs if they’re forced to return to the office. Ending remote work may seriously impact employee engagement and retention for an employer.

6. Remember the current labor shortage.

Employers in every industry are encountering unprecedented difficulties finding, hiring, and retaining top talent. Before choosing whether to return their team to work, employers should consider how it might affect their current employee retention and ability to hire new team members. Per the statistics above, many employers may want to consider offering at least some remote work options to improve their ability to hire and retain talent in today’s tight labor market. Additionally, employers that offer remote work broaden their talent pool. They may be able to hire talent with specific skills and experience they couldn’t if roles were not remote.

Has your team been remote for a while? Find out how to reduce tax risk and exposure.