Those who work from home have never had the unfortunate experience of long commutes and in-office late night overtimes. However, the rest of the workforce have their orders: return to the office. A lot of companies are on the hybrid work model, which could mean that some days, employees get to work from home but work onsite, most days. But the work from home experiment has proven that working from home can produce the same (if not more) output from employees. 

According to a BBC report there is a simmering tension between those who have been recalled to the office and those who are allowed to work remotely. Because of varying roles and levels within an organization, the very nature of the hybrid work model could brew resentment between employees who have their return to office orders and those who have the opportunity to work remotely and manage their schedule as they see fit. How can managers get ahead of the great divide?

Visibility:

Those who work in-office may be perceived as more ‘visible’ by management allowing opportunities for promotion or projects. It’s not just the free snacks or the office sponsored coffee, it’s also the ‘top of mind’ effect. The more management sees you, the more they’ll remember you for leadership roles. Hybrid workers feel excluded as they are not deemed ‘visible’. 

Balance:

The dreaded long commute is the top complaint of everyone who pushes back on the ‘return to office’ mandate. This wasn’t such a big issue when everyone was working on site, but now…

Having the ability to sleep in lieu of prep time and a long commute is just one of the perks of remote work. Then there’s the flexibility of organizing errands and chores and navigating social obligations that remote workers can afford to do vs. on-site employees. 

Social time:

Because of close proximity to one another every work day, on-site workers naturally form social bonds with those they see on a regular basis. They can leave their personal challenges at home and rely on each other for moral support or a mood lift. On the other hand, team members who only engage with their colleagues and leaders through a handful of email messages or via short, work related instant messages/chats can miss out on the social bonds and camaraderie formed through natural everyday conversation.

Next steps:

Managers should ensure that all employees are being evaluated along with the same KPIs. Make it clear (via a conference call, so that everyone has no reason to miss the announcement) that both hybrid workers and on-site workers will be evaluated the same way. 

Managers and employers should also ensure that expectations remain the same of hybrid workers and in-office staff. 

Everyone should follow the same career growth framework. 

Also, take advantage of technology and make sure that managers/ employers arrange time for social activities like regular online activities such as watercooler chats, trivia nights, office sponsored lunches. 

Has your company issued return to the office orders? How did your team handle it? Share your tips with us in the comments. Remember to work smart and be a blessing to someone today. Stay safe and healthy!

Written by Jaie O. TheHelp