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Formerly empty desks are starting to fill as workers are trickling back into offices – and we now know a lot more than we did just a few months ago.
Bringing workers back to their desks has been a rocky road for employers and employees alike.
The evolution of the pandemic has meant that best laid plans have often not materialised, and the flow of workers back into offices has been more of a trickle than a steady stream. This has meant a lot of uncertainty around what a wide-scale return to office might look like in practice.
Yet while plenty of companies are still working through their new policies, some employees across the globe are now back at their desks, whether on a full-time or hybrid basis. That means we’re beginning to get some clarity on what return-to-office means – what’s working, as well as what has yet to be settled.
Here are the key lessons so far on heading back into workplaces, and what they might mean for the future of how we work.
Inflation and economic concerns are putting stress on employees
As costs rise throughout the world, workers being called back to headquarters are feeling the squeeze.
This reality is putting stress on employees who have to pay for transport, desk lunches, more childcare, clothing and that all-important after-work socialisation – costs they haven’t incurred for nearly two years. This is especially jarring for workers who were able to save during remote work, when these expenditures weren’t a factor.
In April 2022, Umus, a London university lecturer, told BBC Worklife that they were spending nearly a quarter of what they made every day on return-to-work costs. Similarly, London-based events manager Claire said she was struggling to keep up, especially after having put away nearly £6,000 ($7,100) in six months. “Having a mortgage, the rise in utility bills, council tax, income tax and the rising train fares, it’s just becoming impossible,” she said.
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Workers and companies are playing a game of chicken
As much as Covid-19 infection waves have stymied the return-to-office, there’s another reason a widespread return has been a struggle: neither the workers who are enjoying remote work or the employers who want staff in seats are willing to back down.
The battle is front and centre at many companies – it isn’t just happening at places like tech firms (such as Apple, where a high-profile tussle meant some top-ranking talent walked away in early May). It’s also shown up in less expected places, like the UK civil service, where workers who want to stay at home and the ministers who want them back are at odds in highly public ways.
This mismatch has meant a stalemate that’s keeping many returns patchy at best. In some extreme cases, as employers stick to their guns, workers are quitting in response, or seeking out roles with a larger remote component. At some businesses, employers are trying to incentivise workers to come back with more pay or perks. It’s helping in some cases, but not swaying the employees who’ve dug in their heels about staying at home.
Neither the workers who are enjoying remote work or the employers who want staff in seats are willing to back down
These differing approaches and attitudes mean returns have been happening on an ad hoc and inconsistent basis. It’s a very mixed picture, and companies are really having to feel their way through what is workable for all parties involved. The process has been slow, and it's set to drag on at least a little while longer.
There’s a double standard for who is returning
Although return mandates are theoretically for all employees – or at least entire departments – the reality may be more uneven.
Specifically, in some cases, employees report that top brass are taking advantage of the situation, insisting their employees come in, while they continue to work remotely. Data from April 2022 tells a similar story. Researchers from workplace-messaging company Slack found a “large and growing disconnect” between work flexibility for executives versus their staff. Non-executives were nearly twice as likely to work full-time in the office – a grating and even demoralising disconnect between superiors and their reports.
This is putting the employees forced to return – many of whom are younger and less experienced – in tough positions. After all, it’s not exactly easy to call your supervisor on hypocrisy – but there are other ripple effects. The absence of bosses is not only causing confusion among employees, who don’t have the guidance they need, but also disrupting growth opportunities, such as mentorship and networking.
It is likely that not every boss who is staying home is abusing their power. Statistically, managers were the most burnt-out workers in 2021, according to data from Gallup. Some may be staying behind because they’re not quite ready to lead again. However, experts suggest it may more likely be the case that bosses are forcing their reports in due to a lack of trust, yet trusting themselves to work from home.
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The office feels different – and there’s a big adjustment period
The office as workers know it has changed in many ways. In some cases, companies have reimagined their headquarters to better accommodate hybrid work, meaning employees are returning to unfamiliar offices.
However, even places that look the same as they did pre-pandemic don’t always feel the same. Some companies have switched to a hot-desking system, which means the personal spaces of the former office have gone away. On top of additional processes like desk booking, which can be time consuming if not totally confusing, it can also be disorienting for workers who used to value consistency and a space to call their own.
Many returning workers are also struggling with an adjustment period – this means planning commutes again or finding care for pets, but also smaller things, such as remembering how to pack what they need for the day or dress for the office. Plus, some employees who are thrilled to see their friends again and collaborate in person, are having to re-learn how to behave in a shared setting where people still need to concentrate to get work done.
It’ll get better, say experts BBC Worklife spoke to in Jun 2022, but the shift has been jarring, regardless.
Workers are caught in the middle
Simply put, most businesses haven’t yet entirely figured out long-term, permanent return-to-office plans. Consequently, workers say many companies have done a poor job of communicating their intentions, which is leaving people who are waiting to plan their next steps in limbo.
For instance, some employees have delayed taking major life steps, such as moving house or even starting families, until they know how many days they’ll be asked to return – if at all. Other groups have already made big changes, such as buying homes outside commuting distance, and are on tenterhooks waiting for official instructions on coming back to find out if they’ll have to search for a more remote-friendly role. Either way, this uncertainty is emotionally and cognitively draining.
And in glum news, as new virus variants quickly emerge, causing new waves of Covid-19 infections, the return-to-office may stay a patchwork – which means it seems unlikely that many of these kinks will find resolution soon. The upside, however, means this may give employers the time and space they need to figure out what truly works for their businesses and workforces.