Be Aware One-Size-Fits-All Approaches to Work Location are High Risk
Workers have grown accustomed to their current work settings – whether remote, on-site, or hybrid – and their work situation preferences for the future mimic their current working arrangements. While employers grapple with return-to-work strategies, knowing that some degree of physical connection is vital for forming relationships, fostering collaboration, creating leadership visibility, and igniting company culture, one-third of employees say they are moderately or extremely likely to change jobs if their employer’s plan doesn’t match their preferences. If requested to come back to the office full-time, 45% of hybrid workers and 60% of remote workers would be at risk of quitting. There is a high risk that remote and hybrid employees leave their jobs if they are not empowered to choose their work location. On the other hand, workers who are already on-site full time want to remain so, with 63% likely to stay in their jobs if their employer requires them to be at the office.
A one-size-fits-all approach for returning to the office isn’t going to work. While some teams may be required to be on-site full-time, flexibility is needed where people can and are working remotely or hybrid today. Employers must recognize remote and hybrid employee preferences and accommodate them wherever possible – this is vital to maximizing retention.
Access the full findings from the Healthy Hybrid: A Blueprint for Employers to Achieve Post-Pandemic Return-to-Work Success report.
Make sure to check out the other posts in our Healthy Hybrid series.
- Turbocharge well-being to attract and retain talent
- Be aware one-size-fits-all approaches to work location are high risk
- Expect turbulence when establishing new work arrangements
- Take a stance on vaccinations and enable appropriately
- Mind the generational gap in well-being
