The push to return to the office has become a point of emphasis for employers. Although, among candidates, the interest in remote work continues to rise.
LinkedIn published a study highlighting the growing interest in work-from-home roles stating that 'remote jobs received 50% of all applications in February 2022 — despite representing less than 20% of all jobs posted [on their site].' Candidates are making it clear in the job-seeking tendencies that they desire remote capability, but employers nationwide continue to push for an in-person office dynamic.
Many employees are left to cope with the prospect of navigating a move back to the office. In this episode of Yoh's 'Back to Work' podcast series, our host, Joe McIntyre, and Talent Acquisition Community Leader for HR.com, Matt Charney, address the implications of the transition back to the office.
Benefits of Returning to the Office
Creating a connected company culture is often easier in an office environment. Often employers encounter difficulties onboarding people remotely, as soft knowledge items like employee hierarchy and navigating software are often neglected. HR can implement a virtual mentor system to overcome these challenges, but in-person training tends to be more effective.
Gen Z is slightly more willing to go into the office; more receptive than older generations, despite being the more technologically proficient generation. This is a great opportunity for companies looking to introduce a young and vibrant work force.
Challenges of Returning to the Office
The return to the office can be a great way to generate camaraderie among employees who would not typically interact regularly remotely. However, new considerations for returning to the office create obstacles for both the employer and employee. Let's glance at some of the challenges Matt Charney laid out for a return to the office.
From the employee's perspective, remote work has allowed them to lower travel expenses and increase flexibility. As a result, employees actively seek higher total compensation packages for in-person roles.
From the employer's perspective, in-person work limits your talent pool to people within the geographic area; remote work offers excellent capability to usher in the best talent without geographic restrictions. For companies committed to building a robust DE&I strategy, a remote environment is often beneficial to improve your range of social and ethnic backgrounds. Another critical point is the business case for remote work lowering capital expenditure for an office space.
The discussion centered on the return to the office persists. For employees, the transition to the office can be an opportunity to evaluate their career aspirations in conjunction with the importance of work setting. Likewise, every company has specific demands, so the future of your company's work dynamic depends on the evaluation of your unique needs in the market. Coping with the transition back to the office requires careful consideration to ensure a seamless return.
Learn more ways to address the transition back to the office by listening to the full podcast episode.