Is your return-to-office enforcement policy actually hurting attendance?

[Fit Small Business | ]( HR Insights from Our Experts Sponsored By: [ Is your return-to-office enforcement policy actually hurting attendance?] Remote Employees = Higher Attendance   Three and half years ago non-essential businesses were shut down due to COVID-19. While this caused many businesses to have to close their doors permanently, it left others thriving in a [remote environment](. And, some companies found that their employees had higher productivity and greater attendance due to working from home. Some reasons behind this include - Fewer sick days: It turns out that working from home and being sick can go hand-in-hand if this illness is not severe. Where some employees would call out sick for the entire day when working in-office, many pushed through a simple cold and still worked from home. - Fewer days off due to family illness: Parents who have a sick child typically have to stay home from work to care for their child as they are not allowed to attend school. When a parent is remote, they can still work and take care of their sick child from home. - Fewer personal days: We’ve all been there–burnt out from working in an office and need a day to ourselves. However, when working from home there is a level of personal time that can be taken and still accomplish tasks and meetings. - Less tardiness: Employees who work remote are more likely to clock in on time. There is no rush hour traffic to deal with, no car troubles on the way to work, and even if an employee oversleeps their alarm they can clock in immediately upon waking up. - Added flexibility: Most remote jobs have a level of flexibility built in that allow employees to run errands, such as taking a child to school or attending a doctor’s appointment. When employees do not have to leave the office to handle these tasks they are more likely to take less time off for these instances. It can mean an hour or two away from work, instead of a ½ day away from the office. An additional benefit to the company when hiring remote workers is that your team can be composed of individuals anywhere [within the US](, but also [throughout the world](. Fully in-office companies can only rely on employees who live within a certain distance from the office. This can result in your employees being available throughout multiple time zones, which can allow your business to operate for more than a traditional 8-hour day.         Return-to-Office Mandate and Stress Management   The return to office (RTO) transition can be a significant source of stress for employees, particularly as they navigate the shift from remote or flexible work arrangements back to a more traditional office environment. [Managing this stress]( is paramount for both the well-being of individuals and the productivity of organizations. HR professionals play a crucial role in helping employees cope with this transition by offering support mechanisms like flexible work options, mental health resources, and clear communication. By prioritizing stress management strategies, HR can foster a smoother RTO process, enhance employee morale, and promote a healthier workplace environment overall. Here are five ways how HR professionals can help employees manage their stress as they make the transition: - Open Dialogue and Communication: HR professionals should encourage open and ongoing communication with employees, allowing them to express their concerns, questions, and expectations regarding the return to office. Providing a platform for employees to voice their thoughts and feelings can help reduce anxiety and foster a sense of involvement in the decision-making process. - Flexible Work Arrangements: Offer flexible work options, such as hybrid schedules or remote work opportunities, to accommodate employees' diverse needs and comfort levels during the RTO mandate. Flexibility can empower employees to balance their work and personal lives more effectively, reducing stress associated with the transition. - Mental Health Support: Promote mental health resources, such as Employee Assistance Programs (EAPs), counseling services, or stress management workshops, to help employees cope with the emotional challenges of returning to the office. Encourage employees to seek support when needed and destigmatize mental health discussions within the workplace. - Training and Preparedness: Provide training and resources to help employees prepare for the physical return to the office, addressing safety measures, hygiene protocols, and any changes in workplace procedures. When employees feel well-informed and prepared, they are more likely to experience reduced stress and increased confidence. - Supportive Policies and Practices: Implement policies and practices that promote a supportive and empathetic workplace culture, emphasizing employee well-being. Encourage managers to be understanding of individual circumstances and stressors, fostering an environment where employees feel valued and supported throughout the RTO process.         Return-to-Office Considerations for Businesses   Transitioning to a mandatory in-office attendance policy after the COVID-19 pandemic requires careful planning and consideration to ensure a smooth and successful return to the office. Here are some important considerations for businesses: - Employee preferences: Businesses should survey their employees to get a sense of their preferences and take these into account when making their decision. Check the pulse using an [employee survey](. - Business needs: Some businesses may have a specific need for employees to be in the office, such as if they need to collaborate on projects or meet with clients in person. Other businesses may be able to operate effectively with employees working remotely. - Work-life balance: Some employees may have long commutes or childcare obligations that make it difficult to be in the office full-time. Businesses should be flexible in their approach to in-office attendance and allow employees to [work remotely]( when possible. - Productivity: Some studies have shown that employees are more productive when working remotely. Businesses should [monitor productivity levels]( and make adjustments to their in-office attendance policy as needed. - Long-term goals: Consider how the return to in-office work aligns with your organization's long-term strategy for the future of work. Explore the potential benefits of in-person collaboration, innovation, and culture-building. The decision to require employees to return to the office should be made with sensitivity to employee needs and safety. Flexibility, clear communication, and a well-thought-out plan are key to successfully transitioning back to in-office work while maintaining employee satisfaction and productivity.         The Definitive Guide to People Analytics—what data to track, which tools to get started with, and how to implement insights.     What’s new in HR? Check out some of our latest HR content:   [How to Set Up Direct Deposit for Employees]( Direct deposit is a secure electronic method of transferring funds from one bank account to another. Setting up direct deposit can be done through your bank or through a payroll provider. In either case, you’ll need to get signed authorization from your employees before pushing through with direct deposit payments. In this guide, we provide a free direct deposit authorization form template for an easier time with this. [READ MORE]( [Two Weeks Notice: Can You Legally Require One?]( While providing advance resignation notice may have become a customary practice in many organizations, there are no federal or state laws that prevent employees from quitting without two weeks notice. Given that, you cannot legally require one. In this guide, we’ll go over a few exceptions and also provide some suggestions on how you can encourage workers not to quit without two weeks notice. [READ MORE](     Meet Fit Small Business’ HR & Payroll Experts   [-Jennifer Hartman, HR Staff Writer & Human Resources Expert]( Throughout her career, Heather has worked to help hundreds of small business owners manage many aspects of their business, from bookkeeping to accounting to HR. Her experience has allowed her to learn firsthand the payroll needs of small business owners. [Heather Landau]( [-Jennifer Hartman, HR Staff Writer & Human Resources Expert]( Jen has more than 20 years of writing and content experience, working with small businesses and Fortune 100 companies. She worked as an HR generalist for over a decade, providing accounting, payroll, and HR expertise. [Jennifer Soper]( [-Jennifer Hartman, HR Staff Writer & Human Resources Expert]( Robie is a payroll and HR expert at Fit Small Business, focusing on software. She has over eight years of content writing experience, handling different topics. Robie also worked as an HR specialist for 10 years where she managed various facets of HR—from payroll and benefits to employee services and HR systems. [Robie Ann Ferrer]( [-Jennifer Hartman, HR Staff Writer & Human Resources Expert]( Juvy has more than 10 years of experience writing product reviews and providing online content for small businesses. Juvy was also a college instructor. She believes that her teaching background, writing experience, and supportive team members are crucial in providing the best answers to readers. [Juvy Vallescas]( [-Jennifer Hartman, HR Staff Writer & Human Resources Expert]( Genevieve has more than 13 years of writing experience, working with different clients in various industries. She has ghostwritten several books and ebooks on marketing and leadership. Genevieve also worked as an HR Head of a local manufacturing company and has helped small businesses set up their business and HR processes. [Genevieve Que](     With I-9 processes going virtual, what considerations does your HR department need to consider? Check out next week's newsletter for everything you need to know! 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