Like many industries that moved their business from in-person to remote operations amidst the height of the pandemic, you may consider returning to the office as we continue to get back to “normal”. This white paper will provide information on the benefits of returning to the office and offer helpful tips on making this transition as smooth as possible for you and your team, allowing you to keep operations on track and avoid driving employees to resign.

Return to the Office
The Current State of Working

When the COVID-19 pandemic started, most companies moved to remote work. The reasons for this were many: to prevent the spread of the disease, protect employees who may be vulnerable, and allow their employees to work remotely during this time instead of them looking for another job. It was a difficult change for many companies, but many fell in love with remote working.

There are many benefits to working from home, but it’s not always suitable for everyone. Some people find it difficult to focus or feel isolated, and others miss the social interaction of the office. Working remotely can also be more difficult for those in positions of authority, who may find it harder to enforce rules or give instructions when they can’t see their employees.

Still, many employees have enjoyed working remotely, and companies with remote jobs have 25% less turnover. As we naturally gravitate back to doing more things in-person, organizations will be faced with the dilemma of bringing operations back to the office and keeping their best employees at the same time.

The Impact of Not Returning to the Office

Employers face many challenges when employees do not return to the office once operations switch from primarily remote work. The first and most crucial challenge is the impact on productivity. When employees are not in the office, they cannot be as productive as in-office for a set length each day and can contribute to the organization more organically in person. This can lead to a decrease in revenue and overall productivity for companies if they are not properly managing their remote force and transitioning back into the office. In addition, there is an increased cost of doing business when employees are not in the office, like the cost of lost productivity.

Another challenge that employers face is the impact on morale and motivation. When employees are not in the office, some may feel isolated and disconnected from their coworkers. This can lead to a decrease in employee confidence and motivation. In addition, employees may feel like they are not being valued or appreciated by their employer because online communication is more complicated and less personable, even when you share kind words. All of these challenges can negatively impact the company if not handled properly, and employers need to be aware of these impacts before returning to the office.

Benefits of Returning to the Office

When it comes to returning operations to the office, there are several ways an organization can benefit from having employees working in-house. By having employees in the office, communication is more streamlined. Employees can easily communicate with each other face-to-face, which can lead to a better understanding of what’s going on within the company and help to resolve any issues that may arise. This also allows employees to build relationships with each other, leading to a more positive work environment, and increased creativity can arise from these in-person meetings. In addition, employees can get more work done when they’re physically present in the office instead of working at home on their own schedule (for the most part). This is because they can easily collaborate and access their resources to get their work done in the office. When operations transition back into the office, employers can keep a better eye on what their employees are working on and ensure that they’re staying on task by having employees in the office. This helps increase accountability and decreases the chances of employees wasting time or working on projects that are not relevant to their job duties during the day.

Employers should also consider that returning operations to the office can help reduce costs. When employees work in-house, employers can take advantage of having employees working in the same space and sharing significant items like printers and fax machines. This can help reduce the cost of rent, utilities, and other overhead expenses that companies may face when enabling their staff to work remotely. When employees can work in an environment that is conducive to their productivity and feel like they’re a part of a team, they’re more likely to be engaged in their work and motivated to do their best. This can lead to increased productivity and profitability for the organization as a whole. When it comes to deciding whether or not to return operations to the office, employers should weigh the pros and cons of doing so and consider how to do this without losing valuable team members.

Returning to In-Person Operations

87% of employees want to return to the office in 2023 but how can you ease this transition, especially for the 13 percent content with working remotely? When it comes to returning to the office after working remotely, there are a few things employers need to keep in mind. It’s essential to create a workplace ecosystem that encourages a human-first culture. This means establishing flexibility and relationship-building in a new workplace landscape. Managers need to be trained in essential soft skills, such as empathy and building psychological safety. They must also be equipped to keep inclusion at the forefront of collaboration. Embracing diversity is a great way to get employees excited about going to work in person. It’s also important to avoid biases based on who is in the office and who may be working remotely; otherwise, it risks causing strain among your employees.

Another thing employers should consider is utilizing current company structures, such as Employee or Business Resource Groups (ERG/BRG). They provide an opportunity for employees to voice their concerns and needs in a safe environment that is facilitated by company leadership. This can create a chance to have difficult conversations about what returning to the office looks like and how to make everyone feel comfortable with the decision. It also allows employees to share any challenges they face so that their team can be aware and provide support where needed. Utilizing these tools can help increase transparency and build trust between employer and employee. Providing resources for employees who may be struggling with other aspects of life, such as childcare or transportation, can also help to alleviate some of this burden.

Employers can also look to their remote work policies to help ease the transition back to the office. If they have successfully implemented a remote work policy, they will likely be successful in transitioning back to in-person work. However, it’s important to note that not all employees can or want to work in-office even with all the incentives, so it’s essential to have a plan for those who can’t. For example, things such as flex hours, working from another office, or telecommuting can help to make the transition smoother.

Both employees and employers need to be patient as they transition back to in-person work. Returning to the office after working remotely can be a difficult change, but it’s important to remember that everyone is in it together. Companies can return to the office without causing a mass resignation with proper planning and communication.

Ultimately, it’s important to remember that every company is different. What works for one organization may not work for another. The key is to be adaptable and put your employees’ needs first. In November 2021, 4.5 million people left their job voluntarily to find a better position. With a little bit of planning, you can transition back to the office and retain your best employees.

Get Ahead in the Office with Outsourcing

Outsourcing HR can benefit companies when returning operations to the office in a few ways. First and foremost, it can help to reduce the burden on in-house staff. This is because outsourced HR professionals are experienced in all things HR, from onboarding to terminations. They stay up-to-date on the latest compliance regulations, so you can rest assured that your company is in good hands. Additionally, outsourcing HR can help to build a more human-first culture because of the experience and expertise of these professionals. Outsourced professionals are experts in relationship-building and often have a more personal approach to HR. They can also provide training in essential soft skills, such as empathy and communication, to help you improve your current management team.

By outsourcing HR, your organization can help to establish flexibility and avoid biases. This is because outsourced professionals are often located in different time zones and can offer a more global perspective. They are not as likely to be influenced by personal biases, as they are not as invested in the company culture. Overall, outsourcing HR can help to reduce the burden on in-house staff, build a more human-first culture, and avoid biases. At Corban OneSource, we understand that returning to the office can be a difficult transition. That’s why we’re here to help. We have experience in all things HR and can help ease the burden on your staff. We are experienced in serving companies from 75 to 6,000 employees and can help your company grow. While we focus on managing HR-related tasks, you can focus on running your business.

Is Your Company Ready for Outsourcing?

After working remotely, it’s essential to ensure that your company is ready for HR outsourcing when returning to the office. This process can be complex and involve several steps. Here are three things to keep in mind when deciding if outsourcing is right for your business:

  1. You’ll need to assess your company’s needs. What areas do you need help with? Are there specific areas of HR that you’re struggling with? Outsourcing can be a great way to get help with specific areas of HR, such as onboarding, benefits administration, or payroll.
  2. You’ll need to decide what type of outsourcing relationship works best for your company. A few different options are available, including full-service outsourcing, co-sourcing, and a la carte services.
  3. You’ll need to find the right outsourcing partner. This is perhaps the most critical step in the process. You’ll want to find an experienced partner serving companies of your size that has a good reputation and can offer the services you need.

Outsourcing HR can be a great way to ease the burden on your staff when returning to the office. However, it’s essential to ensure that your company is ready for this relationship and understands what they’re looking for. By assessing your needs, deciding what type of outsourcing relationship works best for you, and finding the right partner, you can ensure that outsourcing is right for your business and helps your company in your return to the office.

The Corban OneSource Difference

Outsourcing can be a great way to reduce the burden on in-house staff and avoid biases while building a more human-first culture. If you’re considering how to return to the office, your company must be ready for outsourcing. By focusing on the wellness of your employees during this time, you can help create a smooth transition back to the office and avoid any potential resignations. By showing employees that you care about their well-being, you can help to create a more productive and positive work environment.

Corban OneSource offers a variety of HR Outsourcing services that can help your business with compliance, security, onboarding/offboarding, job descriptions, handbooks, and benefits administration. Our services are tailored to mid-market organizations and scale with your business as it grows. We have over 25 years of experience in the HR field and are dedicated to providing our clients with the best possible service. Our team of experts can help you with a variety of HR tasks, including:

  • Payroll Administration: Reduce processing time, eliminate costly errors, meet federal and state compliance, and receive U.S. based support for your employees
  • Compliance: Stay up-to-date with compliance regulations and protect your business with our security solutions
  • Onboarding/Offboarding: Streamline the onboarding and offboarding process for new and exiting employees
  • Job Descriptions: Develop accurate and compliant job descriptions
  • Handbooks: Create or update employee handbooks that adhere to all compliance regulations
  • Benefits Administration: Reconcile carrier invoices to the penny, open enrollment management, and legal counsel for HIPAA, ERISA, and ACA

At Corban OneSource, we are experienced in all things HR and can help to ease the burden on your staff when returning to the office. We understand the challenges of returning to the office and are experienced in assisting companies of 75 to 6,000 employees with their HR needs. Contact us today to learn more about how we can help you return to the office without causing a great resignation using our HR outsourcing services.