In the last couple of years, we’ve all heard a familiar refrain: “I miss being around people.” It’s grown louder as conditions for masking relax. This poses an interesting question for those who assume everyone wants to work remotely or even engage in a hybrid arrangement. Do they?
Picture a candidate you are very interested in and things look very promising. Until the conversation turns to working remotely. You say, “And best of all, we only need you in the office twice a week.” Great, right? Wrong. He doesn’t want to go back to his place three days a week. And he doesn’t want to work in a place where he doesn’t know when other team members are going to be in. It all feels a bit…disjointed and uneven.
The candidate decides not to take the job. Instead, he finds an employer who offers him an environment where the team will be together more often, more consistently, giving him a sense of greater stability.
The takeaway here is that a company can set its remote policy, but it has to prepare for the ensuing consequences of that policy as far as what its prospective candidates and employees will do next.
What will it mean if you ask employees to come into the office more often?
We can’t pretend that ramping on-site work back up will please everyone across the board. Some employees will strongly resist returning to the office and may not love the idea of coming into the office more often. But some employees do miss physically being around other people and no longer want to work alone.
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Through testing on certain subjects and measuring your scores against what our clients expect, you’ll be able to head into the interview knowing so much more. You’ve come too far to settle for anything less. So make sure you Talk To Talman First.
Are you prepared for these outcomes as your policy goes live?
It would appear that employees are calling the shots, but that’s not entirely so. Instead, the outcome we see at times is that some organizations will say, “Working remotely in our business just doesn’t work very well. We’d like you to come in each day of the week.” Make no mistake: Management is still calling the shots here. They get to decide what the policy is and to what degree that it changes over time.
If your company wants to shift its remote policy so that people need to show up in the office more often, it can put new rules in place for coming in. In the same breath, you should be proactive and plan as if certain people will leave the company due to such an approach. Who will their replacements be and how long might it be to find such talent? We can’t control everything about tomorrow, but if there’s one thing that we can control, it’s a plan for recruitment that is easy to deploy.
That’s where we come in at Roy Talman & Associates. Knowing how significant remote policies have become, even more so than many other amenities, you must proceed with the assumption that while some people will love a company that asserts its people be on-site more often than before, that position may not work for everyone. And that’s when some of your employees may start looking around.
What do you do next? You don’t wait for that to occur. Talk To Talman First.
By partnering with one of the most established recruitment firms for technology and high-frequency trading companies now in Roy Talman & Associates, you’ll be able to move seamlessly into a plan to attract new talent and the best of the best talent. That’s our policy. Make it yours too.