The challenge: Creating a workplace that provides opportunities for social interaction is not difficult, but sustaining a culture of connection can be, especially in the world of increased hybrid work. There's even a business case for encouraging your employees to spend more time socializing - people who have a best friend at work, Gallup research shows, are seven times as likely to be engaged in their jobs, are better at engaging customers and produce higher-quality work. On-site work offers an environment rich with options for interpersonal interaction, and that socialization recharge is likely what your teams are needing. To start developing your workplace value proposition, consider four key advantages of working on-site and what they might look like for your team and organization: 1. Each work environment offers distinct opportunities and challenges.Ĭrafting an inspiring workplace value proposition is all about taking advantage of the opportunities your organization affords while creating new norms that prevent remote workers from feeling isolated or neglected. The key will be to create disciplined intentionality and new norms that help employees work differently when they are in the office than they do at home. Once COVID-19 safety restrictions are eased, all signs point to employees returning to a "hybrid" work environment where they have the flexibility to spend some of their week in the office and some of it working from home. Shape Your Workplace Value Proposition by Focusing on the Four C's Instead, leaders must create a compelling environment that gives employees a reason to return to their workplace and sells them on the benefits of being together in a shared physical space. Worse, it could come across as dismissive of and ungrateful for the efforts these employees made to adapt and keep the organization running. Citing demands of the role as the reason why employees must now adjust again and come back to the office will ring inauthentic at best. Many people who never worked from home before 2020 had to quickly figure out how to do so with little warning or preparation - and they've miraculously made it work amid a pandemic. While leaders have many decisions and challenges to juggle in preparation for a return to the workplace, one thing is clear - pointing to "job requirements" as the primary reason employees must return to the office will not work. How do we get people to want to work on-site? What does our workplace offer that enhances the employee experience?.What is our workplace value proposition?.Who will stay remote? Who will be back on-site full time? And who will adopt a hybrid schedule - working remotely on some days, and in the office on the others?.Have we established procedures and protocols for everything - group interactions, cleaning, quarantine after travel, sick leave policies, etc.?. For the organization, it's "why we come to the workplace."īefore bringing employees back to the office, leaders need to address three key questions: Focus on the four C's to shape a compelling workplace value propositionĪfter an entire year of completely reimagining work structures, overcoming hardships and worrying about wellbeing, asking employees to return to the workplace can feel like yet another challenge for leaders to overcome.īut what if leaders look at it differently? What if this is an opportunity for your organization to define a "workplace value proposition" that actually enhances the engagement of your workforce?Ī workplace value proposition represents the organizational culture, benefits and interactions employees experience when working on-site.Enhance and communicate the benefits of working on-site.Some employees aren't sure they ever want to go back to work in an office.
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