Michael Page Logo

Main menu

  • Home
  • NEW - Timesheet
  • Jobs+

    Searching for a job?

    • Job search
    • Submit your CV
    • Salary comparison tool
    • Income tax calculator
    • Featured employers

    Job search advice

    • Job search advice
    • Cover letter and CV advice
    • Growing your career
    • Job interview tips
    • Making your next career move
    • Global opportunities

    Search for jobs

  • Career advice+

    Career advice

    • Being happy at work
    • Career Chats - Podcast
    • Cover letter and CV advice
    • Graduate advice
    • Growing your career
    • Inclusivity Mapper
    • Job interview tips
    • Job search advice
    • Making your next career move
    • Tips for temps
    • Tomorrow's Talent

    Insights

    • Insights
    • Latest insights

    Salary centre

    • Salary centre
    • Salary advice
    • Salary tools

    Skills centre

    • Skills centre
    • Top 21 skills eBook
    • Top 100 skills tool
    • Skills Checker

    Popular articles

    • Popular articles
    • How to answer competency based interview questions
    • How to write an effective job description
    • The importance of good communication
    • Why are transferable skills so important?
    • Seven reasons for employee demotivation
  • Recruiting+

    Looking to hire?

    • Recruitment services
    • Request a call back
    • Reasons to partner with us
    • Advertising for candidate attraction
    • Salary benchmarking tool
    • Submit a job spec
    • Client testimonials

    Outsourcing/project recruitment

    • Outsourcing/project recruitment
    • Managed service provisions
    • Project solutions
    • Advisory
    • Outplacement/career transition

    Insights

    • Webinars & events
    • Webinars & events
    • Market analysis

    Management advice

    • Management advice
    • Attraction and recruitment
    • Development and retention
    • Diversity and Inclusion Centre
    • GDPR
    • IR35
    • Legal updates
    • Run your recruitment processes remotely

    Recruitment expertise

    • Recruitment expertise
    • Discipline expertise
    • Industry expertise

    Request a call back

  • Work for us+

    Work for us

    • Work for us
    • Why choose us?
    • Your role here
    • Use your skills
    • Apply now
  • About+

    About us

    • About Michael Page
    • Recruitment services
    • News & research
    • Client testimonials
    • Reviews
  • Contact+

    Contact us

    • Find our offices
    • Request a call back
    • Submit a job spec
    • Submit CV
    • Timesheet portal
    • Feedback
  • Job match
Register / Sign in
Saved jobs (0)
Saved jobs (0)
Register / Sign in
Login or Sign up
Search for a job

You are here

Home>Advice>Management advice>Development and retention>Five questions your employees need the answers to before returning to the office

Five questions your employees need the answers to before returning to the office

It is natural that employees at all levels will have mixed thoughts and feelings about a return to the office after working remotely during the pandemic. Some will be excited to get back to a physical work environment, others may be worried about this prospect, and some may not be able to return due to their personal circumstances.
 
In any case, communication is key and building open, transparent lines of communication with your people will help facilitate a smooth transition.
 
RELATED ARTICLE The importance of communication when working remotely: Five helpful tips

As with any change, your people will have questions and it is important to address their queries. Whether you choose to run a live Q&A with your management team or produce a comprehensive FAQ and documented plan about the return to the office, there are five important questions your employees need to the answers to.

 

1. How will the return to the office be executed? 


Firstly, you must be able to communicate your approach to the return to the office. Whether you plan to wait until the Government advises all employees can return safely, or slowly bring back groups of people on a roster week by week – your people need to know the who, what, when, where, how and why behind the plan.
 

  • Who will be going back?
  • What is the approach to the return to the office? 
  • When will people be going back?
  • How will this process be managed? 
  • Why is this the best approach for the business? 


 

2. What are the expectations for employees to return to the office? 


As we have discussed previously, your employees’ circumstances will vary. This does not just mean that they will all feel differently about returning to the office.
 
Consider the impacts that the following may potentially have on an individual’s ability to return to the office: 

  • Living arrangements 
  • Childcare 
  • Health conditions 
  • Care responsibilities  
  • Transport 
  • Support networks 

 

3. What additional health and safety measures are in place to protect employees returning to the office? 


To reassure those being asked to return, you must communicate any new processes and policies in place that they will need to abide by, as well as those which will directly impact their health and safety in the office. 

  • Accessing the building 
  • Entering the workplace
  • Desk arrangements 
  • Staff schedules
  • Office cleaning 
  • Personal protective equipment and hygiene 
  • Building policies and procedures 

 

4. Are there plans to make changes to the company’s working from home policy?


After successfully working from home for an extended period, many of your employees will likely want the opportunity to incorporate home working into their longer-term working arrangements. In line with this, those who may have identified that they are unable to return to the office will want to know what the future of working may look like for them moving forward.

With 60% of professionals highlighting they would like to work from home more than they previously could in a PageGroup survey *, it is important not to overlook these possibilities: 

  • Flexible remote working policies 
  • Regularly scheduled work from home days
  • Alternating work from home arrangements 
  • Full-time work from home setups 
  • Agreed fixed-term work from home arrangements 


These policies could also facilitate your plans to slowly bring staff back into the office.

 

5. Is the structure of the organisation different and are processes likely to change to better support teams working both in the office and remotely?

 
In many cases, at any period of time, there is likely to be a group of employees in the office and another working from home. Just as your processes and procedures may have evolved to better facilitate pure home working setups it is important to access what will be most effective to support a hybrid team. 
When determining whether your processes could be improved, it is important to work with your employees and assess the following areas:
 

  • How to interact with remote and office-based staff 
  • Promoting collaboration between remote and office-based staff
  • Integrating work remotely and in the office
  • How to set the tone for culture for a hybrid workforce 
  • Managing workflow

 
If you would like any more information, or to find out how we can support you at this time, please get in touch.

Alternatively, explore our insights capabilities and get your FREE job market report from Page Insights here.
 
*PageGroup candidate pulse survey conducted in July 2020. Results include responses from 1st July – 12th July.

Previous article
Five stats on the UK workforce that ALL employers need to know right now
Five stats on the UK workforce that ALL employers need to know right now
Read article
Next article
VIRTUAL EVENT: Adapting is thriving in a post-pandemic world
Watch on-demand: Adapting is thriving in a post-pandemic world
Watch on-demand

Get in touch

Get in touch

Topics

  • Career advice
  • Management advice
  • Salary centre
  • Insights

Are you looking to hire?

 

 

Download our free eBook

 

 

Tweets from @michaelpag

Michael Page Logo
  • Follow us on FacebookFollow us on Facebook
  • Follow us on LinkedInFollow us on LinkedIn
  • Follow us on TwitterFollow us on Twitter
  • Watch us on YouTubeWatch us on YouTube

General

  • Site map
  • Site terms
  • Work for us
  • Feedback
  • Accessibility
  • Diversity & Inclusion
  • Employee rights
  • Cookies
  • Modern Slavery Statement
  • Privacy policy
  • Complaints policy
  • Country/Region

About Michael Page

  • Investors site
  • PageGroup corporate site
  • Page Executive
  • Page Personnel
  • Page Talent
  • Page Outsourcing

Search for jobs

  • Accounting
  • Audit & Advisory
  • Banking & Financial Services
  • Compliance
  • Construction
  • Consultancy, Strategy & Change
  • Digital
  • Engineering & Manufacturing
  • Executive Search
  • Facilities Management
  • Fashion
  • Health, Safety & Environment
  • Healthcare
  • Human Resources
  • Insurance
  • Legal
  • Life Sciences
  • Logistics
  • Marketing & Agency
  • Not for Profit
  • Policy
  • Procurement & Supply Chain
  • Property
  • Public Sector
  • Retail
  • Sales
  • Tax
  • Technology
  • Treasury

Mobile applications

Download Our App Download Our App

Employers

  • Request a call back
  • Submit a job spec
  • Our offices

Awards

Reviews

Feefo logo

 

Accreditation

Michael Page is part of the PageGroup. Michael Page is a trading name of Michael Page International Recruitment Limited. Registered in England No. 04130921 Registered Office:
Page House, 1 Dashwood Lang Road, Addlestone, Weybridge, Surrey, KT15 2QW