How to make return to the office more appealing
Asking staff to work more hours in the office can be tricky for employers.
While there are benefits for employers and staff in working together on-site, forcing staff to return to the office full time isn’t the best option – it won’t help you keep the talent you have or attract new people.
Research for SEEK suggests that employees enjoy the balance of hybrid working and are not against working from the office when they understand the benefits.
There are diverse opinions among many employers about hybrid working versus returning to the office, says Renee Hughes, client relationship manager at Hudson.
“One key lesson from the COVID era is that a successful working environment doesn’t have to be one-size-fits-all,” Hughes says.
“A consultative approach that addresses the needs of both employees and the organisation can lead to sustained productivity, higher retention rates, and a happier workforce.”
SEEK research shows that 84% of employees spend some part of their working week in the office. Over a third (38%) of respondents say one benefit of being in the workplace is access to more opportunities, almost a half (46%) say it enables networking, while 37% of respondents believe that being in the office allows a more defined split between work and personal life.
The research also found that 32% of respondents say working in the office enables more productivity during work and 31% say it helps them build a routine.
What’s still good for employees about working in the office?
A mix of working from home and in the office can be a very attractive perk for employees, Hughes says.
“A well-designed hybrid model can combine the flexibility and comfort of remote work with the collaborative and social perks of office time. It offers autonomy and cuts down on commute times, while also providing chances for face-to-face interactions and team bonding.
“This balance can boost wellbeing and foster a more engaged and innovative workforce, making it a big draw for top talent.”
The benefits of working in person
Being in the office together encourages more collaboration, and in-person conversations can spark new ideas and solve problems quickly, Hughes says.
“It also helps strengthen company culture and build better relationships among colleagues, leading to higher engagement and morale.
“Younger employees and new hires can get more out of in-person mentorship and training, which is harder to replicate remotely, especially when they’re early in their careers.”
Hughes says working in the office also creates a clear divide between work and home life, which can reduce stress and improve overall wellbeing.
In-person connection and collaboration are important, says Andrew Retschko, hub lead talent engagement, diversity and inclusion, sustainability and community at Medibank.
And so is flexibility in where people work and the ways that best suit them, he says.
“Flexibility and work-life balance have a tremendous impact on the lives and the health of our people. We also know that healthy and empowered employees are much more engaged and productive in the workplace, to better support our customers.”
Retschko says Medibank focuses on flexibility and hybrid working. “We empower our teams to make decisions on where and how they work, based on what they are doing and where it’s best to get that work done.
“At the heart of our approach is creating a culture of flexibility and autonomy. People want choice and control to manage both work life and their personal life, and that’s what we’re focused on. Work is something we do, not somewhere we go.
How to attract employees back to the office
There are plenty of ways to make office days more appealing. Employers can offer flexible work hours to help employees balance work and life, Hughes says.
“On-site amenities like childcare, fitness classes, and pet-friendly policies can make the office more attractive, where they’re feasible.
“Organising social events, team-building activities, and informal gatherings can help rebuild social connections and make the office a more enjoyable place to be.
Hughes says empowering employees to personalise their workspaces can make them feel more comfortable and invested in their work environment, too.
“To support working in the office, consider that flexible work arrangements benefit everyone – individuals, teams, and the whole organisation – by promoting a balanced and productive work environment, allowing people to do their best work.”
Medibank consulted with 200 employees and based the design of the new Medibank Melbourne Hub on the needs they highlighted, Retschko says.
“Our people told us they wanted a workspace that supports health and connection, a space that connects to Aboriginal and Torres Strait Island culture, is equitable and inclusive, and for it to be a destination – a functional, intuitive and seamless environment.”
The Medibank offices also feature different zones and workspaces for staff to use, Retschko says.
“We know how important it is to create space for collaboration and connection in a physical environment, so the number of collaboration and meeting spaces in our new building is significantly higher.
“In addition, our new workspace features distinct ‘energy’ zones to support different levels of interactivity.”
There are plenty of perks to working in person, including easier collaboration and problem solving, a stronger company culture and higher engagement.
Employees also have a clearer line of separation between work and home life, helping to reduce stress. Offering people in-office perks, tailoring workspaces and fostering social connections can make working in the office together far more enticing.
Source: Independent research conducted by Nature on behalf of SEEK, interviewing 4,000 New Zealanders annually. Published November 2024.