Some companies, including Twitter and Airbnb, have responded to this era of worker ascendence by allowing employees to log on from anywhere.
“The employee is king right now,” explains Nick Bloom, a professor of economics at Stanford. Not even Google’s famous amenities, which came to define the booming rise of Silicon Valley-the free food, the massages, the laundry service-can convince white-collar workers to give up the flexibility that they’ve long craved and are now demanding. In a red-hot labor market, the most in-demand perk of office life is not having to go to the office at all. The only thing certain is that there’s no going back to the beforetimes when we compliantly plodded into the office five days a week to toil away at our cubicles. The problem? There is no formula that can be written, no algorithm that can be tweaked, for the logistically challenging and emotionally fraught act of returning to the office tens of thousands of employees who have spent the last two-plus years working from home. Even the return date itself came with a string of misfires-new COVID variants and rising case numbers foiled three previous attempts. And while Google says it expects 20% of its employees to eventually take advantage of its policy to work remotely full-time, so far a mere 5% have. In a few locations, some schlepped in for the first time in two years only to find themselves without a desk. On the second official day back, roadwork in Mountain View caused an hour-long backup for workers exiting the main campus. If information was shared on a video call, consider re-sharing via email or messaging apps.For a company that’s supposed to be able to predict everything from what you want to search for to how long it will take to get to the airport, Google has gotten a lot wrong lately.Īfter two years of remote work, the search giant finally called its employees back to the office starting the week of April 4.
Prioritize psychological safety - meaning directly addressing issues such as microaggressions - as much as physical safety.Remember flexibility and agility are key when developing work policies.Make sure leaders have the resources and tools they need to develop an inclusive environment for their teams.
Reevaluate how leaders are being promoted and hired and determine whether they’re promoting equitable practices among their teams.Get good data with regular employee pulse surveys and interviews to understand what people want and need as well as the obstacles they may face.
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