Navigating Employee Resistance to a 5-Day Office Week: Strategies for Encouraging Office Attendance

Are you struggling with the office's empty chairs and echoing hallways, despite your announcement to return to a 5-day in-person workweek?

Picture this: Sarah, one of your most dependable employees, just sent you an email saying she's contemplating quitting if forced back into the old 9-to-5 grind at the office. She's not the only one—many of your team members are voicing similar concerns. It's a new reality post-pandemic, and the standard workweek model is under siege like never before.

You're not alone in this; HR leaders across sectors are facing the same dilemma. So what do you do when your employees resist coming back to the office full-time?

In this article, I’m diving into highly actionable strategies and real-world examples to help you navigate this challenging situation without sacrificing team morale or productivity.

What Do You Do If Your Employees Refuse to Come Back to the Office for a 5-Day Work Week?💭

Strategy 1: Survey the Workforce🔎

Before making any decisions, it's essential to understand the sentiments and concerns of your employees.

Blindly enforcing policies without taking into account the sentiments of your workforce is akin to throwing darts in the dark. Surveys offer a systematic, data-driven approach to unearthing the reasons behind resistance to a full-time return to the office. More importantly, it provides a channel for employees to express their concerns without fear of reprisal, enhancing organizational transparency.

📍Example:

A mid-size marketing agency conducted anonymous surveys to find out why their employees were hesitant about returning to the office full-time. The results revealed that 70% were concerned about commute times, and 50% wanted better work-life balance.

💥Actionable Tips:

• Craft an In-Depth, Anonymous Online Survey: Utilize survey platforms that allow anonymity to encourage honest responses. The questions should cover multiple facets, including concerns about safety, commute, work-life balance, and productivity.
• Analyze Results for Common Themes: Once the survey responses are in, look for patterns or commonalities. Are most of your employees concerned about the same issues? Knowing this helps you tailor your approach in a way that addresses the majority of concerns, making your intervention strategy more effective.
• Open Forums for Discussion: Post-survey, consider holding an open forum or town hall meeting to discuss the results and potential solutions. This creates a two-way communication channel, signaling that you’re not just listening, but are committed to finding a mutually beneficial solution.

By gathering this data, you're not just putting numbers on a sheet; you're giving voice to your employees' real concerns. And data-driven decision-making is not just good business sense; it also signals to your workforce that their input matters, potentially diffusing tension and fostering a more cooperative atmosphere as you move to implement changes.

Strategy 2: Offer Hybrid Work Models🤝

The insistence on a one-size-fits-all office attendance policy can be a root cause of resistance and dissatisfaction. People have different personal responsibilities, work styles, and productivity peaks. A hybrid work model not only acknowledges these differences but leverages them to create a more harmonious and productive work environment. By combining in-person interaction and remote flexibility, you essentially offer a customized work experience that can meet diverse needs.

📍Example:

A software company successfully implemented a 3/2 model, where employees are required to be in the office for three days and can work remotely for two days. This improved overall job satisfaction and even increased productivity by 15%.

💥Actionable Tips:

• Role Analysis: Categorize roles within your organization to identify which are best suited for a hybrid model. Some roles may require more in-person interaction, while others may be just as effective remotely.
• Establish Clear Guidelines: For the in-office days, set explicit expectations. Is this time meant for team meetings, collaborative projects, or client interactions? Providing a structure can help employees plan their workdays efficiently, both at home and in the office.

The hybrid model works not because it's a trendy compromise but because it respects individual needs while fulfilling organizational goals. By giving employees an option to work remotely, you respect their need for work-life balance. By requiring in-person attendance on certain days, you ensure that the collaborative and social aspects of work, critical for creativity and team cohesion, are not lost. The balancing act is intricate but, when executed well, results in a win-win for everyone involved.

Strategy 3: Revise and Enhance Office Amenities🔨

A core reason why employees may be resistant to returning to the office full-time is the lack of perceived value in the physical workspace. After a long period of working from the comforts of home, the traditional office setup may seem unappealing or even antiquated. In that sense, the physical environment of the office is more than just a backdrop; it's an active participant in shaping employee morale, job satisfaction, and productivity.

📍Example:

A law firm revamped its office layout to include ergonomic furniture, increased natural lighting, and installed a state-of-the-art coffee machine. They saw a 25% increase in employees willing to return to the office full-time.

💥Actionable Tips:

• Invest in Ergonomic Furniture: Good posture and comfort can significantly affect an employee's ability to focus and their overall well-being. Investing in ergonomic chairs, stand-up desks, and keyboard/mouse setups can show your employees you care about their physical health.
• Upgrade Amenities: Small luxuries like a high-quality coffee machine, lounges, or even providing a variety of healthy snacks can make a big difference in how employees perceive their workspace.
• Opt for Natural Elements: Plants, natural lighting, and even water features can improve air quality and reduce stress, making the office a more inviting place to be.
• Survey and Adjust: After making changes, survey your staff again to see if the new amenities positively impact their willingness to return to the office.

By enhancing the amenities and overall appeal of the office, you're not just "beautifying" a space; you're creating a more conducive environment for productivity and well-being. You're also signaling to your employees that their comfort and needs are a priority, which in turn makes the proposition of returning to the office more attractive.

Navigating the terrain of bringing employees back to a 5-day workweek is complex but surmountable.

Now, ask yourself: Are you prepared to adapt to the evolving expectations of your workforce? Your employees are watching, and their engagement and productivity hang in the balance. Share your thoughts, challenges, and successes in the comments below.

If you're finding it tough to create a plan that accommodates both organizational goals and employee well-being, let’s tackle it together. Book a call with me, and we can strategize a customized solution that turns this challenge into an opportunity for growth. Remember, your workforce is your most valuable asset—treat it as such, and the dividends will follow.

About Jason Greer

Jason Greer is Founder and President of Greer Consulting, Inc. (GCI), a Labor Management and Employee Relations Consulting firm located in St Louis. Jason previously served as a Board Agent with the National Labor Relations Board (NLRB) where he managed private sector labor relations issues and worked to improve the labor petition filing process.

Jason has assisted large and small businesses in industries such as Hospitals, Assisted Living Facilities, Manufacturing, Restaurant/Food Service and High Tech Companies. Jason’s personable approach has made him one of the most sought-after Employee Relations Consultants in the United States. Jason is widely known for his work in the area of racial reconciliation based upon his experiences as a victim of cross burnings and racial harassment by the Knights of Ku Klux Klan. This story and the resulting lessons have been given a new perspective in his keynote, Diversity and The Brain: What’s Your Story?, wherein he champions and celebrates diversity as a means of overcoming barriers to success and experiencing the best that an organization and/or community has to offer.

Jason is a regular commentator on CNBC’s Squawk Box, CBS Evening News with Norah O’Donnell, CNN, MSNBC, Fox News, News Nation, NBC, CourtTV, News Max, Cheddar and Pix11 New York City sharing insights on current events including tech layoffs, corporate work trends such as quiet quitting, union organizing, and diversity/inclusion.

Jason has also been featured in news articles by the Los Angeles Times, Forbes, The Wall Street Journal, CNBC, CNN, Society for Human Resources Management (SHRM), Entrepreneur, Inc. Magazine, Yahoo! and Maxim Magazine.