In the face of RTO Mandates, what can employees do to keep working remote?

It’s hard to imagine a job that doesn’t allow for at least partial remote work, yet corporate giants, such as Google, Disney, and Amazon, are forcing many of their employees back into the office with Return To Office (RTO) mandates.

Why this sudden change in corporate policy? And, if your company goes down the same route, is there anything you can do if you wish to continue working remotely?

Why are companies enforcing return-to-office (RTO) mandates?

Spurred by the pandemic, many companies were forced to make drastic changes if they wanted to survive, and one of those changes happened to be allowing employees to work fully remote for the first time. 

It was a major risk, but it seemed to pay off. 

Employers found that the flexibility of remote work has made employees more productive, decreased job turnover, and reduced absenteeism.  This has led to an overall increase in job satisfaction and has drastically reduced stress levels since switching to remote work. It seems to be a win-win situation for all. 

               We go deeper into the benefits of working from home in this article by Michele Markey.

So why has there been a recent trend of employers calling their remote employees back into the office? Well, one reason could be that remote work can hinder creativity among coworkers.

A recent study found that when communicating virtually, employees struggled with generating more creative ideas than they did when communicating in person. When communicating over Zoom or Microsoft Teams you’re usually in two different spaces and can only look at the person in front of you. You must pay attention to the screen and can’t let your eyes or mind wander too much without seeming disrespectful or disengaged.

But your mind and eyes wandering are the jumping point of generating creative ideas, so when you’re stuck staring only at a computer screen it becomes much harder to think creatively than you would when working in person.

So, for companies that want to promote stronger workplace relationships, it’s better if they have their workers in the office.

 

Register now for a live virtual seminar: Inspiring Loyalty: The Secrets of Employee Retention | Virtual Seminar | SkillPath

 

What YOU can do to keep working remotely

If you’d like to keep working from home, there are a few things you could do to help foster a collaborative environment and convince your superiors there are ways to manage the drawbacks of working remotely.

• Be willing to turn on that camera. It’s no secret that having a virtual meeting with co-workers can be awkward, especially when cameras are involved. When we have our cameras on it becomes much easier to foster relationships, build better communication, and improve engagement.  But when the camera is off people tend to multi-task during meetings, and even disengage. So, try your best to keep that camera on even if no one else does.
• Don’t be afraid to reach out first. Having open communication is important for all companies, but it becomes essential when that company only works remotely. It can be easy to keep to ourselves, but when you don’t reach out to your co-workers they won’t be as willing to reach out to you. So be willing to reach out to others, especially if they’re new to the company, and ask how they’re doing or update them on any tasks you have done. There is no such thing as over-communication.
• Offer a contingency plan. If you come to your boss with a back-up plan in case remote work doesn’t work out, it can make it far easier for them to say yes. Knowing that you have already thought of the ‘what if’ scenarios when it comes to remote work, and have a plan in place, will help to ease their worries. This plan can be as simple as “If productivity rates go down, then I will return to the office,” but by having the plan it shows your boss that you’re willing to take responsibility for your work, which makes them more apt to trust you.
• Set-up a meeting to discuss their concerns, offer solutions. If your employer still seems on the fence about allowing the office to continue working remotely, then it might be best to take the time to set -up a meeting with them and discuss their concerns. When you do, come ready to listen and try to take note of everything they say, maybe they come to you with a concern you hadn’t even thought of. Then, once they’re done, look at what they brought up and see if there are any solutions you might have. By being proactive and facing these concerns head-on you’ll show your employer that you’re serious about working remotely.

At the end of the day, it can feel like employees have little influence on the implementation of an RTO policy. But, by creating a virtual environment that promotes creative collaboration and teamwork, and opening up communication between yourself and your boss, even you can convince your company that maybe it’s best to leave the option of remote work open to employees.

 

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