While the jump to remote work was undoubtedly stressful for everyone involved, returning to the office will bring its own set of anxieties. Thankfully, HR teams can remedy the situation by providing ongoing support and guidance.
As HR leaders, the members of Forbes Human Resources Council understand the challenges of bringing people back into the office after a year of remote work. Below, 14 of them share effective ways HR teams can help employees who are making the transition back to in-person work feel supported and safe.
Forbes Human Resources Council members offer advice for helping employees who are making the transition back into in-person work.
Photos courtesy of the individual members.1. Open Your Mind
Be flexible and open your mind to the many thoughts, feelings and situations of employees. We learned a lot about mental health in 2020, dealing with anxieties and stressors as we never have before. I found that simply having an open mind about others’ situations was key. While it’s fairly easy to create a physically safe work environment, it’s another thing to create a mentally and emotionally safe space. - Christina Hobbs, American Queen Steamboat Company
2. Let Employees Lead The Way
Recognize that some employees will be genuinely nervous. Not everyone is keen to rush back, so if an employee is communicating some anxiety, let them lead the way. I believe the way forward is flexibility that is led by employees. It isn’t about companies forcing employees to feel a certain way; it’s about companies listening. - Karla Reffold, Orpheus Cyber
3. Discuss The Rationale Behind Returning
Aside from taking the necessary precautions to keep your people safe and clearly communicating those precautions, HR teams (and all leaders) should dive deep into the discussion of why the transition back into in-person is happening. If there is a sensible rationale behind it, helping your people understand this will make them feel supported. “Because we missed you!” is not good enough. - Bryan Passman, Hunter + Esquire
4. Transition Slowly
We have taken steps to get back to normal at our company. I have implemented this gradually, so all employees feel safe. Rather than two days a week working from home, we have transitioned to one day a week working from home; and we are spacing ourselves out in the office area a little more to make our employees feel safe. - Melissa Bolton, Perlon Hahl Inc.
5. Prepare People Emotionally
Preparing people for the emotional rollercoaster that will ensue is critical here. Some will need help understanding that they won’t be returning to life as it was before. Others will need reminding that the return will likely be neither as good nor as bad as they expect it to be. Remembering that everyone will experience conflicting emotions in the transition will be important. - Philip Burgess, C Space
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6. Be Transparent About The Process
There are a number of things companies can do to ease employees back into the office, including being flexible, making appropriate changes to office spaces, hosting both virtual and in-person events and celebrating the return with engagement activities. But the most critical element is frequent and transparent communication about the process before, during and after the office’s reopening. - Naveen Bhateja, Medidata Solutions
7. Communicate Guidelines
Clearly communicate the guidelines for a safe return to the office. These guidelines should include safety protocols such as wearing face masks, social distancing and ensuring access to sanitizers and other disinfectants. The leadership should also acknowledge that some people may not feel it is safe to return, and accommodations should be provided as such. Some may want to limit capacity so that teams are in on certain days. - Srikant Chellappa, Engagedly | Mentoring Complete
8. Consider A Hybrid Model
Flexibility, transparency and communication are important. Consider a hybrid model that can build a bridge from being fully remote to being in person. We also have an opportunity to evolve the way we are all thinking about work, including challenging a default return to an “in-office-only” approach. Defining job personas can help illustrate what is a must-have for each role and what is just a return to what we are used to. - Maria Miletic, Blue Prism Software
9. Develop A Return-To-Work Plan
Support employees returning to the office by preparing them for what they should expect. Develop a return-to-work plan that supports their diverse needs. Address environmental concerns and redesign workspaces to ensure social distancing. Effectively communicate to prepare employees in advance. Offer flexible work options that will allow employees to safely transition back into the office in phases. - Thalia Rodriguez, Providence Anesthesiology Associates
10. Express Concern For Employee Safety
Make sure that everyone knows you are concerned for their safety and that communications around it are not just a formality. This means ensuring the rules are enforced for everyone equally and that people know they can call each other out and/or contact you without consequence if the rules are not being followed. - Alex Pantich, Upshift
11. Set Up A Transition Team
Create a return-to-work guide, outlining what employees can expect when they return. Key safety topics to include are changes in how to access entrances, modifications to office layouts to ensure social distancing, cleaning schedules for sanitizing offices and capacity restrictions for meetings. Also, set up a transition team to focus on maintaining ongoing communication with employees. - Bridgette Wilder, Wilder HR Management & EEO Consulting
12. Allow Remote Work On A Part-Time Basis
We learned that, for some, remote work can be just as productive as in-person work. Organizations can help employees transition back to the office by providing ongoing flexibility and support. Allowing employees to continue to work remotely on a part-time basis will help them maintain control of their own schedules and reduce the stress associated with a sudden change in the way they work. - Karla Bylund, Soaring Bird Solutions LLC
13. Try A Graduated Return
A hybrid arrangement can offer a cushion, especially for employees who are reluctant to return to in-person work environments. Employees will value the two-way communication of a graduated return, and companies can compare data as they determine what their new normal will be. - Courtney Pace, FedEx Employees Credit Assoc.
14. Keep Lines Of Communication Open
All transitions require a high level of communication. Start by mapping out a plan, speaking with your team and learning how the company can best support employees. Keep the lines of communication open as the transition takes place. The goal is to create a seamless transition process for employees while making sure all safety standards are clear and, ultimately, followed. - Leigh Yanocha, Knopman Marks Financial Training
