Estimated reading time: 3 minutes
I do know that the majority organizations have moved away from hybrid and distant work. They need employees onsite. I get it. There are benefits to employees being onsite. It could be helpful for communication, decision making, problem solving, and team constructing (simply to name just a few).
That being said, there are a few things about return to the office (RTO) announcements which can be frustrating. First, organizations should be honest with employees concerning the reasons that they’re doing it. A few of the announcements are an absolute sugar-coated mess and employees realize it. This doesn’t create a positive work environment, which might have an effect on productivity.
However the second reason that RTO announcements are frustrating is the one I desired to discuss today. Simply because organizations announce an RTO doesn’t mean they should eliminate flexible schedules. If an worker asks to earn a living from home once every six months, I’d wish to think the organization could make that occur.
An alternative choice that organizations can offer employees is a 4-day work week. Employees work onsite but only 4-days every week. This could possibly be a pleasant compromise between what the corporate wants (onsite work) and what employees want (less commuting time, work life balance, etc.). I’ve worked for firms that offered employees who worked second or third shift the choice of 4-day work weeks. It was the perk of working an undesirable later shift and it worked well.
I desired to mention flexible scheduling because I’ve seen just a few articles a few scheduling trend called 996. I’m really hoping it’s not true. 996 work is described as having a schedule from 9a to 9p six days every week. It appears to be what has been termed the brand new ‘hustle culture’.
This just isn’t the approach to construct and sustain productivity. To cite an old saying, productivity is about working smarter no more. Granted, I’ll admit, I’ve worked some pretty odd hours in my profession. But those times weren’t the norm – and everybody knew it. It was to pitch in and get something done. Then all of us returned to our regular schedule. And actually, we can be encouraged to take a little bit overtime off. Perhaps are available in late or leave early.
The result was that the organization was productive because they were flexible with employees. And employees were productive because they knew the organization can be flexible with them.
Organizations and individuals want each things – productivity and suppleness. They need to be productive since it’s nice to get stuff done. Additionally they need to have flexibility when needed. Organizations will want to recollect this after they’re talking about returning to onsite work. Employees shall be on the lookout for signs that flexibility still exists.
Image captured by Sharlyn Lauby while exploring the streets of San Diego, CA
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