RTO Aversion: Tips for Better Return to Office Transition

BY Jules Dalmacio Articles

RTO Aversion: Tips for Better Return to Office Transition

The pandemic has led to a shift towards remote work for many organizations, and some may choose to continue with this remote operations even after the pandemic subsides. However, plenty of offices are transitioning to returning to onsite operations and employees may have aversions due to health risks, expenses, and time- and energy-draining commute. Companies will need to address these concerns and provide attractive propositions in order to effectively transition employees back to onsite work.

Maintain Hybrid Operations

Remote work has become more common and accepted in recent years, and many employees may have come to appreciate the flexibility and work-life balance that it provides.

Employees who have young children or elderly family members to take care of, or health issues that make them more susceptible to COVID-19 may be more likely to resign. Additionally, employees who have built a home office setup that works for them and have gotten used to the flexibility of remote work may not want to give that up.

Companies should also consider offering flexibility and accommodations where possible, such as hybrid work arrangements or flexible hours, in order to retain employees who may be hesitant about returning to the office.

Incentivize Full On-site Opt-Ins

Incentivizing onsite workers may help encourage remote workers to transition back to in-person work. Some possible incentives could include things like bonuses, extra paid time off, or other rewards for employees who return to the office.

Additionally, companies may consider offering perks or amenities to onsite workers that are not available to remote workers, such as access to company-provided meals, transportation, or other benefits.

Incentives can be a good way to make the transition more attractive by considering incentives and benefits that address employee needs.

Hire Hyperlocally

When some employees do resign, one option for companies to consider is hyperlocal hiring, which refers to the practice of hiring employees who live and work in the same geographic area. This can be a good option for companies that are looking to fill positions that have become vacant due to employees resigning or leaving the company for other reasons.

Hyperlocal hiring has several benefits, such as reducing the need for relocation. Hyperlocal hires are also more familiar with the area. They know how to get around, where to look for for certain things like restaurants, stores, and more. They are also more likely to feel at home in their own city.

Not only that, but even if you don’t end up hiring hyperlocally, you can hire onsite-willing and onsite-preferrential employees.

Consider Offering Housing

Because of terrible traffic in the Philippines, specialist who can easily find remote work setups will go for remote work setups. Subsidizing employee housing can be a valuable tool for companies that want to retain employees as they transition back to onsite.

By subsidizing employee housing, companies can help to reduce the financial burden on employees and make onsite work more affordable, accessible, and convenient. This can be especially beneficial for employees who are relocating to major cities from farther and more rural areas.

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