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The Roots of an Effective Return-to-office Policy

Speak from truth not what-ifs

Organizations have been instituting return-to-the-office policies since last fall, but they’re still having a tough time encouraging their workers to get behind them.

The latest example is Apple, which last month began winding back its pandemic-era work-from-home option, asking employees to begin coming in one day a week and ramping up to three days a week by the end of May. But even that gradual approach is unsettling workers. Last week, Fortune reported on a survey conducted last month in which 76 percent of Apple employees said they disliked the policy move. Moreover, a majority—56 percent—said they were looking to leave the company specifically because of the return-to-office plan.

I strongly doubt a mass exodus from the tech giant is in the offing. Even in the tech world, where competition for talent is intense, shifting employers is disruptive, and there’s no reason to believe that the majority of competing companies won’t ask their workers to return to the office too, if they haven’t already. For instance, in March Twitter CEO Parag Agrawal said employees could be “working from home full-time forever,” but new owner Elon Musk snarked at that policy in a deleted tweet, suggesting the company HQ should be turned into a homeless shelter because “no one shows up anyway.” 

Please select this link to read the complete article from Associations Now.

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