The transition from flexible working to a full week in the office has presented many challenges for the rising number of businesses choosing to implement this over the past year. However, the benefits of in-person communication and collaboration are not to be ignored – if anything, it’s become more crucial as workplaces become larger and anonymity alienates teams.

Charles Butterworth, managing director at Access People, part of the Access Group, provides his insight into how businesses can maintain their employees’ wellbeing and work-life balance when moving towards working in the office five days a week. He also shares the tools and software that can be used to enhance communication, performance management, and employee feedback for HR leaders.

Recently, Boots has announced that its support staff will be required to go back into the office for five days a week from September. The company has committed to improving office facilities, in an attempt to engage employees who might find themselves frustrated by the decision.

Boots aren’t alone in this – 40% of businesses in the UK are choosing to call staff back into the office full-time this year, but many are finding themselves concerned in the face of this transition. This is in part due to the logistical issues that may arise, as well as the challenges in maintaining employee wellbeing and productivity.

Offering incentives

After working remotely or hybridly for an extended period of time, the return to the office can be a challenging period for some. To combat the potential challenges that might arise when returning to the office five days a week, it is essential that businesses consider the incentives that can be offered to employees.

Often, issuing an ultimatum or being too forceful with their approach isn’t effective when trying to facilitate a return to the office full-time. Instead, taking a gentle approach rather than threatening penalties is likely to increase the morale in the office when employees do return, ultimately making it a much more pleasant and positive environment to work in.

For Boots, these incentives involve upgrading its IT systems to improve access to video conferencing, as well as creating more ‘quiet spaces’ for employees within the office. It will also be making improvements to its Wi-Fi and car parking facilities, along with the lunchtime food offering in its offices.

With the right incentives in place, employees can re-discover benefits of working in their office, which range from collaboration and creativity, to the feeling of purpose and sense of belonging it can provide. This will help to make the transition back into working in the office five days a week a smooth process for everyone working for the business.

Maintaining employee wellbeing

Having these incentives in place is important for maintaining employee wellbeing and work-life balance when they are making the return to the office. A poor work-life balance can directly contribute to a decrease in employees’ output and productivity, due to the burnout and excessive levels of stress that it can cause.

Employers must ensure that wellbeing doesn’t dip when employees return to the office, to avoid these problems arising. A healthy work-life balance can often look different from employee to employee, so it’s crucial that they are catering to all when putting these incentives and policies into place.

When enforcing the return to the office five days a week, it’s still crucial to have some level of flexibility in place. Even though the office should be staff’s primary place of work in this instance, employers might consider whether employees are offered flexible working on a case-by-case basis. They should be understanding if there is the odd day when employees wish to work elsewhere, whether this is for business or personal reasons.

This flexibility will help employees adapt to their new situation, and ensure they feel valued and appreciated when making the return to the office five days a week. Employers should be understanding of the challenges and aim to make the transition as easy as possible, so employee wellbeing doesn’t decline as a result.

Alternatively, employers might want to consider the benefits of offering remote working for talent attraction purposes. With 60% of organisations already implementing flexible work policies for this reason, it’s evident that it can make a company more competitive in attracting top talent who prioritise flexibility. This approach can help businesses tap into a broader talent pool, extending beyond geographical constraints.

Useful HR tools

Alongside offering incentives to employees, there are many tools available to employers and HR leaders which can further help to assist the seamless transition back to working five days a week in the office, while boosting wellbeing and productivity. These tools can enhance communication, performance management, employee feedback, and engagement amongst many other things.

Before employees return to working in the office full time, it’s essential to provide comprehensive training using Digital Learning tools, such as a Learning Management System (LMS), to efficiently deliver the necessary content to the workforce. Engaging eLearning courses on topics like change management, stress management, time management, and work-life balance can help prepare employees for the transition, and can be accessed at their convenience.

Additionally, utilising an eLearning creator allows for the development of tailored training that explains the upcoming changes, the reasons behind them, and how employees can voice their specific concerns. This approach not only fosters understanding and transparency, but also encourages buy-in and reinforces the company culture, by clearly communicating the reasons behind the office return and providing channels for feedback.

HR software can be used to help businesses identify the areas they can improve on, and what they are capable of offering logistically. It also allows companies to spot any recurring problems, helping them to determine whether they may need to revise current policies in place to improve work-life balance, employee engagement and retention when returning to the office.

Employee benefits and recognition

Employees who feel valued and appreciated in the workplace are more likely to be engaged and productive, no matter what environment they are working in. Reward and recognition tools are invaluable for fostering a culture of appreciation and engagement within the workplace. Managers can utilise these tools, equipped with allocated reward budgets, to provide timely and effective monetary rewards, ensuring that employees feel valued and appreciated.

Peer-to-peer recognition platforms, like Access Applause, enable colleagues to acknowledge each other’s personal and professional achievements, further strengthening relationships that are nurtured by returning to the office. As employees have become more adept with digital tools due to the rise of remote working, these platforms can capitalise on this familiarity, enhancing relationship-building and promoting a sense of belonging as employees transition back to in-person work.

There are also various benefit schemes that can support a healthy work-life balance and promote well-being when returning to the office. The Holiday Trading scheme allows employees to purchase additional annual leave, offering greater flexibility in managing work and personal commitments. For those experiencing work-related stress or concerns, the Employee Assistance Program (EAP) provides a 24/7 confidential helpline, helping to mitigate potential issues.

The Bike to Work scheme offers significant savings on new bicycles, encouraging physical health and providing a cost-effective commuting option, which is particularly appealing as the demand for such benefits rises. This scheme also offers potential National Insurance savings, with particularly large savings possible for larger businesses. Additionally, the Car Benefit scheme provides favourable ‘benefit in kind’ tax incentives, especially for electric vehicles, making it an ideal time to promote sustainable commuting options and enhance the company’s environmental, social, and governance (ESG) score.

By utilising a combination of HR software, reward and recognition platforms, and benefit schemes to ensure that employee wellbeing and work-life balance is a priority, the return to the office five days a week can be a positive and seamless experience for all.