As the tides of crisis settle, many companies and organizations are now pushing return-to-office mandates, calling employees back to their offices. The call for returns might have left corporate leaders in an uphill struggle as disputes between remote and in-office employees arise within their organization.
Why the dispute, you ask? Mark Royal, a senior client partner of Korn Ferry, says that “there’s a risk that employees sense that they’re ‘haves’ or ‘have-nots’.”
How does this happen? When policies aren’t set well, companies might grapple when deciding who will return to an in-office setup and who will remain working from home. Employees, especially those who are called back to the office, may see this as unfair treatment.
That is why a clear distinction in policies regarding remote and in-office work must be put in place. Ensuring a clear description of the criteria between remote and office jobs helps avoid disputes inside the company. A trusted advisor can provide helpful advice and consultation when writing these policies.
Moreover, companies need to address the individual needs of their employees as well. For instance, some employees travel to work by commuting. Corporate leaders need to recognize the challenges their people face in order to nail the crux of the matter.
Also, proper communication with employees is key. When employees have not seen their bosses for a long time, they might be more eager to hear from a headhunter in an executive search in Houston.
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