Should your employees return to the office for five or two days a week?

Who should decide on the times and days for returning to the office: the management boards, the teams, or the employees themselves? 

Is the Great Resignation just a catchy media-coined phrase or a real threat to employers?

With more than 24 months of home working under our belts, many employees are hoping to continue remotely in the future. And many businesses have permanently embraced remote work, with one survey reporting that 83% of employers say it has been successful for their companies.

However, not all businesses want their staff to continue working remotely full time and some are preparing for a return to the office in some form or another. Hybrid working – where employees will split their time between home and the office – will be the way forward for many.

Whether employers want to attract people back to the office part time or full time, there are several factors to bear in mind. Not only is it essential to balance the needs of employees with those of the company, it is important to understand why people are reluctant to return.

One of the greatest challenges for companies during the pandemic was keeping the corporate culture and cohesion around the message. In ‘normal’ times, people see each other, discuss the projects they are working on and get a sense of the direction of the company, every day,” says recruitment expert Daniel Wood, co-founder of Momentum Property.

“During the pandemic, many employees have worked at home and maybe only spoken to co-workers or managers sporadically, in some cases not even once per week. Getting employees back into the office will allow them to reconnect with their colleagues and the mission.”

So what can employers do to encourage people to return to the workplace – while keeping people happy and healthy?

To answer this question join us on our webinar with Karen Kavanagh, Nina Fountain, and Pierre Ferrandon.

Karen is the Pacific Marketing Director for Rentokil Initial. She brings a wealth of experience in business transformation, and has spent the pandemic period sharing best practice hygiene protocols for the workplace.

Nina is an expert in Workplace Strategy. She works with leaders of workplace transformations to help them create a flexible, modern workplace that achieves their organisation's goals.

And joined by Studio DB Head of Research Pierre Ferrandon, this webinar will aim at providing actionable tips to ensure a successful return for your staff.

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As Marketing Director the The Pacific Region at Rentokil Initial, Karen is responsible for the Initial Hygiene brand and its innovation, across the region. Karen has spent the past 18 months working on the challenges and opportunities that our customers have faced through the ongoing pandemic and spends a lot of her time on forums and webinars, coordinating and showing data on the effect of her own research. Originally from Ireland, Karen has over 20 years marketing experience across a broad range of industries including software, telecommunications, postal and technology. 

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Nina Fountain is an expert in Workplace Strategy. She works with leaders of workplace transformations to help them create a flexible, modern workplace that achieves their organisation's goals. Nina has been at the forefront of remote and flexible workplaces since 2011, when she led the Australian Government’s strategy and implementation team which doubled the number of people in Australia who worked from home. She wrote the leading practice framework for creating a flexible and hybrid workplace in 2014 and has worked with medium-to-large sized businesses and organisations ever since.

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Pierre has over 10 years of international workplace experience in helping businesses create innovative workplace strategies and adopt new ways of working. Since the pandemic, he has been using his expertise in distributed workforce management to develop sustainable solutions that enable employees to work at their best and organisations to reshape their approach to real estate portfolio to maximise flexibility, sustainability and user experience.

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