One of the newest problems in the employee-employer relationship is the idea of flexibility. Employees want it, but employers fear it will harm their culture and productivity.
Is there a way to balance flexibility and culture in the office? We believe so.
90% of companies plan to implement return-to-the-office policies by 2025, but on the other hand, 76% of employees said they would leave their jobs if flexibility was eliminated.
Balancing flexibility and culture in the office
This tug-of-war has created friction between employees and employers around the world, and we at Awardco are not immune. One of the pillars of our culture has always been flexibility, but at the same time, we know that working in person is important for both culture and business success.
Through our own trial and error process, we’ve been able to strike a balance between flexibility and time in the office, and it’s a balance that I think most people are happy with. While there’s no one right answer for everyone, I want to share a few strategies that we hope will help you find a solution that works for you.
1. Set expectations, give freedom.
This is the solution Awardco was able to find. We have implemented a return to work policy that sets out the expectation of working in the office when you are able. However, we have instructed our managers to be open and understanding towards anyone who is struggling with this issue.
Car at the store? Babysitter canceled? Dentist appointment? Feeling overwhelmed? When someone has these types of schedules or interruptions in their workday, our goal is to give them the flexibility to work from home, come in half-days, or similar solutions.
Helping managers balance setting expectations in the office with work flexibility is a work in progress, but we are really starting to see the benefits of office collaboration and a flexible work environment.
Whether you offer unlimited PTO, the ability to occasionally work from home, or any other strategy to add flexibility to your policies, we’ve seen it’s worth it.
2. Schedule days/hours, let employees rest.
Having everyone in the office to work, collaborate, and build relationships is a great thing. By setting rules about when everyone should be in the office (while also keeping the strategy above in mind), you can make the most of this shared time.
For example, require people to be in the office on Tuesdays and Thursdays. Or ask people to be in the office from 8 a.m. to noon. These requirements provide a little more structure than a simple blended work policy, ensuring that most people have frequent time in the office while still providing a good deal of flexibility for everyone.
If people enjoy their time at work or need to collaborate, they can work more than they need to. But if people need to be home for any reason or need to schedule personal appointments of any kind, they will have time to do so.
3. Make the office a great place to be.
No office upgrade will make it easily home to every employee, but there are plenty of updates you can make, big and small, to help your people feel more comfortable and happier in the office. Here are a few ideas:
Providing ergonomic equipment Ergonomic keyboards, reclining chairs, and standing desks are just a few ideas for making everyone’s workspace more comfortable.
Practice spaces and time. Provide a treadmill or pedal board for employees to use while they work. If you have the space, create a gym or workout space for employees and see if anyone is interested in taking a fitness class like yoga or cycling.
Set up focus zones. There’s no denying that the office can be a bit distracting. To do this, set aside rooms or areas where employees can go and focus in silence.
Allow team activities. Do your teams have time to rest? If not, set aside a specific time for teams to rest, play games, or go for a walk together. This can strengthen relationships while giving everyone a much-needed break.
Provide food and snacks. This is a common solution, but it has to be worth it. Prepare meals a few times a week, offer a range of healthy and filling snacks, or subsidize meals from local eateries.
Plan a holiday pie party or random event. Fun events can really brighten everyone’s day or week. Don’t just think about the holidays, though—games and activities for events like Employee Appreciation Day and March Madness can make a big difference in the culture within your office.
Before anyone will want to spend time in the office (especially if they are used to working from home), the office needs to be a place where people want to be.
Mesh culture in the office and employee flexibility. Show employees that you care about their lives and needs by integrating flexibility seamlessly into your internal culture—especially if you plan to have a back-to-back mission. We’ve seen the benefits of combining these two pillars, and I’m sure your efforts will pay off, too.
Steve Sonnenberg is the co-founder and CEO of Awardco. He watched his father at a young age provide rewards and recognition solutions to companies like McDonald’s and the Chicago Bulls, and he was always interested in how technology could solve previously intractable problems. Since 2015, Steve has been hard at work reimagining the way we use technology to reward and recognize employees, drive employee behavior and happiness, and facilitate organizational success.
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