Navigating the office return, well
The looming 2024 return to the office mandates may be an elephant in the (home office) room for many. But in change lies opportunity.
In a survey conducted by KPMG, 64% of CEOs predict a full return to the office within 3 years, and suggest taking a long-term view that nurtures and supports talent.
For companies, getting back to the office after a period of economic uncertainty is a non-negotiable; it’s a considered way to improve productivity (current data and statistics demonstrate that some workers are up to 27% less productive at home), drive engagement, help business culture and retain talent.
But your employees - your people - need to understand that there’s a clear benefit to them too.
In today’s workforce, employees are educated, informed and are tentative about employee rewards and benefits initiatives. They’re serious about value-alignment, and that extends to their personal health and wellbeing. So we need to be serious about it too; evidence-based knowledge, multi-layered preventative care and gimmick-free workplace perks - it’s this trio of traits that will rebuild the reputation of wellbeing.
This is change management, but through a holistic lens. Here are some actionable tools for your business to make that a reality in the year ahead.
The Quick Wins
1. Involve your people in the process
Unsure what wellbeing really means to your employees? Ask them. Benefit programs where employees have been part of the decision-making process have been shown to have greater success and longevity. No more eye-rolls over mandated lunchtime yoga, or untouched office fruit bowls. Get curious about the genuine needs of your team, and set your organisation up for a wellbeing program with real engagement. When a mandated return to the office can seem like an act of control and authority, asking what’s needed and then acting on it demonstrates that your organisation prioritises its people.
2. Identify what’s realistic for you to sustain on a long-term basis
Beware the ‘intro offer’. In what is sometimes dubbed the ‘perk-cession’, organisations have found themselves backing out of back-to-office benefits that become too financially demanding to maintain. But the greater cost is in hiring, recruitment for each new hire can be up to $23,000, but potentially as much as 1.5x the annual salary when factoring direct and indirect costs. It’s the reason we’ve made The Equilibrium Program: so you can set up wellbeing resources that have longevity, so your people can too.
3. Create a space your team genuinely want to be in
The lines between workplace and home have become blurred. Returning to the office can create a refreshing separation of these boundaries, but your people will also still seek some home-from-home comforts. Think ‘end of trip’ facilities to encourage your team to walk, cycle or workout en route. Spaces for solitude as well as collaboration, quiet areas for concentrated work and a focus on optimal furnishings, lighting and temperature.
The Longer Term
4. Get to know the wellness trends for 2024
The wellbeing world is in the midst of a holistic shift. Although high intensity workouts and optimal nutrition are no less important, 2024 will see an even greater focus on proactive wellbeing; tools to reduce stress, education on the importance of sleep and sleep consistency, recovery and therapies like hot and cold exposure. Creating opportunities for your people to access EQ Melbourne (our soon to be opened physical space in the Domain Precinct) where they can experience all aspects of wellbeing, will show your knowledge and care for their overall health.
The bigger picture
5. Flexibility is key
Based on research by McKinsey, one in three employees reported that returning to the workplace brought on feelings of anxiety, depression, or general distress. To combat this, communicating and representing flexibility and trust for your people is key. Whether this is in working hours, days in the office, supporting working parents, allowing your team to build personal appointments into their day or simply adopting a phased return; demonstrating that you don’t believe that ‘one size fits all’ will keep things human.
6. Take a holistic approach to growth
Personal and professional development go hand in hand. For overall wellbeing, your team needs to feel fulfilled and supported in both realms. Returning to the office means greater opportunity for 1:1s with managers and business leaders, development discussions and mentoring. But alongside career progression, carve out time and space in the working week for employees to engage in things that benefit their personal growth. This could be organised workshops or interactive education through EQ Digital.
7. Be in pursuit of flow state
The Black Dog Institute reports that ‘mental illness is now the leading cause of sickness absence and long-term work incapacity in Australia.’ Prioritising the mental wellbeing of your team is essential, and one way to approach this is encouraging your people to find ‘flow state’. Being in ‘flow’ can be described as being so immersed in something that you lose all concept of time and effort, and the activities that create this differ from person to person. It could be physical- yoga, a walk in nature, time spent in EQ Melbourne; or focused efforts- solving puzzles, painting and cooking. The decreased mental demands in flow state may distract people from feelings of worry, and leave them with more focus and greater aptitude for learning. The key takeaway? Get to know your people, and be in constant pursuit of creating opportunities for them to reach regular flow states.
Wellbeing. It’s everyone’s business. Navigating a successful return to the office demands that employers care for the whole person - physically, mentally, socially. To enjoy all of the benefits a thriving and positive in-person office culture creates, a holistic approach is key.
How do we put ideas into action? By pairing EQ Digital, a curated online platform of education, interactive practices and resources, with EQ Melbourne; an immersive physical space where these learnings can be brought to life.
Connect with our team, and we’ll give you practical and pragmatic steps towards a stronger and smarter workforce.
The opportunities for success? Limitless. Just like the potential of your people.