7 Ways In Which HRs Can Help Employees Adapt To The ‘Work From Office’ Model

The COVID-19 pandemic has changed the way we work. Many employees have been working from home for the past year or more, enjoying the flexibility, convenience, and safety of remote work. However, as the situation improves and the vaccination rates increase, many organizations are planning to reopen their offices and bring their employees back to the workplace.

This transition from ‘work from home’ to ‘work from office’ can be challenging and stressful for many employees, who may have to deal with issues such as commuting, childcare, health risks, productivity, and socialization. Therefore, HRs have a crucial role to play in helping employees adapt to the new work environment and ensuring their well-being and engagement.

In this blog post, we will explore 7 ways in which HRs can help employees adapt to the ‘work from office’ model, and provide some tips and best practices for each of them.

1. Communicate Clearly and Frequently

The first and foremost way in which HRs can help employees adapt to the ‘work from office’ model is to communicate clearly and frequently with them. Communication is key to managing expectations, addressing concerns, and building trust. HRs should communicate the following information to employees:

• The rationale and benefits of returning to the office, such as collaboration, innovation, culture, and career development.
• The timeline and process of returning to the office, such as the phases, dates, and criteria of reopening.
• The policies and guidelines of returning to the office, such as the health and safety measures, the hybrid or flexible work options, and the performance and attendance expectations.
• The resources and support available for returning to the office, such as the transportation, childcare, and wellness programs, and the feedback and grievance channels.

HRs should communicate this information through various channels, such as emails, newsletters, webinars, surveys, and town halls, and ensure that the communication is consistent, transparent, and empathetic. HRs should also encourage employees to ask questions, share feedback, and voice their opinions, and respond to them promptly and respectfully.

2. Provide Training and Development

The second way in which HRs can help employees adapt to the ‘work from office’ model is to provide training and development opportunities for them. Training and development can help employees acquire new skills, knowledge, and competencies that are relevant and useful for the new work environment. HRs should provide training and development on topics such as:

• The best practices and tools for hybrid or flexible work, such as time management, communication, collaboration, and technology.
• The health and safety protocols and procedures for the office, such as social distancing, sanitization, ventilation, and testing.
• The mental and physical wellness strategies and techniques for the office, such as stress management, mindfulness, exercise, and nutrition.
• The diversity and inclusion initiatives and activities for the office, such as awareness, education, and celebration.

HRs should provide training and development through various formats, such as online courses, workshops, webinars, podcasts, and mentoring, and ensure that the training and development is engaging, interactive, and personalized. HRs should also evaluate the effectiveness and impact of the training and development, and solicit feedback and suggestions from employees.

3. Recognize and Reward

The third way in which HRs can help employees adapt to the ‘work from office’ model is to recognize and reward their efforts, achievements, and contributions. Recognition and reward can help employees feel valued, appreciated, and motivated, and foster a positive and productive work culture. HRs should recognize and reward employees for things such as:

• The challenges and difficulties they have overcome during the transition, such as adapting to new routines, balancing work and life, and coping with stress and anxiety.
• The results and outcomes they have delivered during the transition, such as meeting or exceeding their goals, completing their projects, and solving their problems.
• The behaviors and attitudes they have demonstrated during the transition, such as showing initiative, creativity, and resilience, collaborating with their colleagues, and supporting their managers.

HRs should recognize and reward employees through various methods, such as verbal or written praise, public or private acknowledgment, certificates or badges, gifts or vouchers, and bonuses or promotions, and ensure that the recognition and reward is timely, specific, and meaningful. HRs should also encourage employees to recognize and reward each other, and create a culture of appreciation and gratitude.

4. Engage and Connect

The fourth way in which HRs can help employees adapt to the ‘work from office’ model is to engage and connect them with their colleagues, managers, and leaders. Engagement and connection can help employees feel a sense of belonging, community, and purpose, and enhance their morale and satisfaction. HRs should engage and connect employees through activities such as:

• The team-building and bonding events and games for the office, such as icebreakers, quizzes, challenges, and competitions.
• The social and fun events and celebrations for the office, such as happy hours, parties, outings, and festivals.
• The learning and growth events and opportunities for the office, such as seminars, panels, workshops, and mentoring.
• The feedback and dialogue events and platforms for the office, such as town halls, forums, surveys, and polls.

HRs should engage and connect employees through various modes, such as in-person, online, or hybrid, and ensure that the activities are inclusive, diverse, and accessible. HRs should also monitor and measure the level and quality of engagement and connection, and identify and address any issues or gaps.

5. Empower and Support

The fifth way in which HRs can help employees adapt to the ‘work from office’ model is to empower and support them to make their own decisions, choices, and plans. Empowerment and support can help employees feel a sense of autonomy, control, and confidence, and improve their performance and productivity. HRs should empower and support employees by doing things such as:

• Providing them with the hybrid or flexible work options that suit their preferences, needs, and circumstances, such as the location, schedule, and hours of work.
• Providing them with the tools and resources that enable them to work effectively and efficiently, such as the technology, equipment, and software.
• Providing them with the guidance and advice that help them to work successfully and smoothly, such as the best practices, tips, and examples.
• Providing them with the feedback and coaching that help them to work continuously and optimally, such as the praise, criticism, and suggestions.

HRs should empower and support employees by adopting a trust-based and outcome-oriented approach, and ensure that the employees are accountable, responsible, and transparent. HRs should also respect and accommodate the diversity and individuality of employees, and create a culture of empowerment and support.

6. Monitor and Assess

The sixth way in which HRs can help employees adapt to the ‘work from office’ model is to monitor and assess their progress, performance, and well-being. Monitoring and assessing can help HRs to understand the strengths and weaknesses, opportunities and threats, and needs and expectations of employees, and to take appropriate actions and interventions. HRs should monitor and assess employees using methods such as:

• The data and analytics that track and measure the quantitative and qualitative aspects of employees’ work, such as the output, quality, efficiency, and satisfaction.
• The surveys and interviews that collect and analyze the feedback and opinions of employees on various topics, such as the policies, guidelines, resources, and support.
• The observations and evaluations that observe and review the behaviors and outcomes of employees in different situations, such as the meetings, presentations, and projects.
• The tests and assessments that examine and verify the skills and competencies of employees in different domains, such as the technical, interpersonal, and leadership.

HRs should monitor and assess employees using various sources, such as the self, peers, managers, and leaders, and ensure that the methods are valid, reliable, and unbiased. HRs should also share and discuss the results and findings with employees, and use them to improve and optimize the ‘work from office’ model.

7. Celebrate and Appreciate

The seventh and final way in which HRs can help employees adapt to the ‘work from office’ model is to celebrate and appreciate the milestones, achievements, and successes of the transition. Celebrating and appreciating can help HRs to acknowledge and reinforce the efforts, contributions, and impacts of employees, and to create a sense of accomplishment and pride. HRs should celebrate and appreciate employees by doing things such as:

• Creating and sharing the stories and testimonials that highlight and showcase the experiences, learnings, and insights of employees during the transition, such as the challenges, solutions, and outcomes.
• Organizing and hosting the events and ceremonies that honor and reward the achievements, accomplishments, and impacts of employees during the transition, such as the awards, recognitions, and commendations.
• Sending and delivering the messages and gestures that express and convey the gratitude, admiration, and respect of HRs for employees during the transition, such as the thank-you notes, cards, and emails.

HRs should celebrate and appreciate employees by using various media, such as the videos, photos, and podcasts, and ensure that the messages and gestures are sincere, genuine, and heartfelt. HRs should also involve and invite the participation and contribution of employees, and create a culture of celebration and appreciation.

Conclusion

In this blog post, we have explored 7 ways in which HRs can help employees adapt to the ‘work from office’ model, and provided some tips and best practices for each of them. We hope that this post has helped you to understand the role and responsibility of HRs in facilitating and supporting the transition, and to implement the best practices and strategies for the ‘work from office’ model.