Ask Chloé: Returning to the Office

Welcome to the Ask Chloé column on Security Boulevard! Each week, Chloé provides answers to readers’ questions to help guide them as they navigate the technology industry. This week, Chloé offers advice to an employer whose team is reluctant to return to the office.

 

Dear Chloé,

I’ve been trying to hire someone to join the security team. It’s been months. We made an offer to someone in the past, but they rejected the offer because they wanted it to be remote. Our entire team is remote right now because of the Omicron wave, but I want them all to come back to the office as soon as possible. How can I convince my hesitant team to come back on-site?

– Lost Employer

 

Dear Lost Employer,

The real question here is why you insist all employees return to the office. Why is it necessary for them to be on-site? Employees need to know why and an answer should be given with absolute transparency. Otherwise, employees won’t understand why it’s a need and may find the decision questionable. If the team’s performance wasn’t negatively impacted by the move to working from home, then you should take some time to reflect on your own reasons why you believe they need to be back on-site. 

Some of the driving forces behind the Great Resignation are that employees don’t feel appreciated and/or their job doesn’t allow them the flexibility they need to have a work-life balance. Both of these issues lead to employee resentment and burnout and eventually, they’ll leave—sometimes, they won’t even come work for you in the first place.  

So, once again, ask yourself why the team needs to return to the office? Why is it a necessity? Once you answer those questions, then share your reasoning with your team. But know that if the reason is that you need to see them in the office during work hours to be assured that they are actually working, then it’s time to dig a little deeper into your own motivations. This kind of thinking is indicative of micromanagement and a lack of trust, and that can cause a whole lot of problems for your team. Lack of engagement, low morale, high turnover, poor reputation as an employer, among others. Perhaps you may want to rethink enforcing an on-site mandate.

When leaders micromanage, it’s a sign that they need to improve their leadership skills; otherwise, it becomes a contributing factor to poor team performance, a poor workplace culture, reduced creativity and can lead to employees resigning. 

Overall, I recommend having an open conversation with the team and ask them what they prefer: Hybrid, remote, on-site. Some members may prefer one over the other. If that’s the case, you may need to have flexibility. After the conversation, work within the organization to push this change forward, if needed. As a manager, it’s your role to support your employees so they can thrive. The best way to support them is to listen to them and take action to get their needs met. When employees feel heard and respected, their performance increases and that contributes to improved workplace culture, trust and engagement. It can also help attract talent and retain them—no more rejected job offers! 

Learn more about the award-winning tech changemaker, Chloé Messdaghi, at https://www.standoutintech.com

Have a question? Want advice? Submit your anonymous question to Chloé: [email protected].