Trust and Return to Office | Part II: The Employer’s Role
In part 1 of this blog series, we reframed the Return to Office (RTO) debate from a highly polarized, all-or-nothing conflict between employers and employees to an exercise in finding common ground, founded on common goals.
Building and increasing employee trust in the return to the office is crucial for a smooth transition. In today’s post, we look more closely at what employers can do to increase trust during the transition.
The return to the office can be emotionally challenging for employees. Some may be anxious about or resent the loss of remote work benefits, such as flexible schedules. For others, returning to the office may bring long commutes and a renewed need for (often costly) outside family care. Trust is nurtured when employers are transparent about RTO policies, listen to employee feedback, and show empathy toward employee concerns.
Here are some strategies employers can employ to boost trust:
Lead by Example: When leaders demonstrate trust in the system, it sets a positive tone for the entire organization. Leadership should set an example by adhering to RTO policies and being visible to employees in the office, sharing and being open to feedback, and embracing flexibility.
Recognize Changes: Feeling appreciated enhances trust. Showing appreciation for the efforts and adaptability of your employees as they readjust to the in-office schedule is simple, and costs next to nothing. Express gratitude for employee contributions and acknowledge the changes they are experiencing, and what they may be giving up as a result.
Articulate Expectations: Clear expectations lead to greater confidence and encourage psychological safety. Publicize the RTO policies and highlight any standard exceptions, and/or the process for employees to request exceptions. Have criteria clearly laid out and adhere to the policies.
Be Transparent about Policies: Even if they don’t agree with the policies, employees are more likely to adapt if they understand the why behind the policies. Articulate your RTO goals, both at the corporate and employee level. Acknowledge up front any areas where you anticipate friction, and the rationale behind the policy.
Attune Performance Evaluation: Just as the shift to remote working required an adjustment to performance evaluations, so will RTO. Adjust performance evaluation criteria to account for the new working conditions. While it may be tempting to return to observable productivity as a metric, stay focused on outcomes to show you trust employees to be able to adapt.
Gather and Respond to Feedback: Listening is a gift. Establish feedback mechanisms, such as surveys or regular check-ins, to gauge employee sentiment and address concerns. Employ a blend of attributed and anonymous feedback tools so employees can feel safe sharing their opinions.
Communicate, Communicate, Communicate: Let employees know they are being heard. Keep employees apprised of the status of RTO and the achievement of goals that drove the decision. Widely communicate RTO trends and employee feedback. Acknowledge all feedback and address it. If you make changes in response to feedback, tell people what has changed; if you don’t make changes, tell employees why.
Adapt and Learn: Demonstrating a commitment to improvement fosters trust. Be willing to adapt and learn from the experience. Consider what other policies can be adjusted to support RTO, like dress codes or flexible work hours. If something isn’t working, adjust your approach based on employee feedback and evolving circumstances.
Building and increasing employee trust in the return to the office is an ongoing process. It requires empathy, open communication, and a genuine commitment to the well-being and preferences of your employees. By prioritizing these factors, employers can create a workplace where trust thrives, making the transition back to the office smoother and more successful.
In Part 3 of this series, we’ll explore strategies for employees to increase trust during RTO.
I used AI to support researching and writing this blog series.
Trust-Based Resources to Maximize Your Team’s Potential:
- Watch a past webinar: Back to Office: Trust is a Two-Way Street
- Build trust on your terms through our Self-Paced Online Courses.
- Join the crowd and sign up for one of our Public Virtual Workshops.
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- Contact us directly to encourage cultural change in your organization through a trust-centric framework that pulls everyone together.
