October 1, 2024
Happy October!
I want to point out a couple of trends that are impacting many businesses right now. With just one month to go before our federal election, the first trend is politically charged discord everywhere we turn, even at work. The second is the move toward return-to-office mandates that business leaders are implementing or contemplating. We’re getting inquiries from our clients every day on how best to manage these two workplace challenges. Let’s take a deeper dive into both.
Encouraging Voting, While Defusing Politics at Work
Most Americans are not consistent voters, and only 37% of those eligible voted in all three of the last federal elections. Not only is exercising the franchise a way for citizens to have a voice in their government, it’s also a way to honor those who have fought for it – sometimes with their lives – to ensure that all American citizens over the age of 18 have the right to vote.
I am passionate about the right, privilege and honor of voting, and urge everyone eligible to do these four things (our democracy depends on it!):
1. Make sure you’re registered to vote.
2. Identify your polling place.
3. Make a plan to vote on Tuesday, November 5th.
4. Encourage your friends and family do all of the above.
If you’re a business owner or leader, have you considered ways you can support employee voting? Last month we published this article on how to facilitate voting, and why it’s a smart strategy for building a positive culture and employee brand. Plus, it’s the right thing to do.
If you’re finding that politics is becoming a disruptive dynamic among your co-workers, this article offers guidance on how best to manage those conversations. We recommend employers establish clear, fair policies to maintain a productive and respectful workplace, even in such politically charged times as these. As we like to say, good policy is the best policy!
How to Think About Return-to-Office Mandates
As you’ve likely heard, a few weeks ago, Amazon mandated that its workers must return to the office five days a week, as was the norm before Covid, starting in January, 2025. CEO Andy Jassy believes the new policy will improve employees’ ability “to invent, collaborate, and be connected enough to each other and our culture to deliver the absolute best for customers and the business.” There was immediate and predictable pushback from Amazon employees, arguing that remote and hybrid work arrangements are not just nice to have, but a necessity for workers with care-giving responsibilities, or anyone wanting improved work/life balance.
Announcements from giants like Amazon have a follow-on effect, in this case prompting business owners and CEOs to consider their own return-to-office mandates. Many leaders have become disillusioned and impatient with managing remote workers. Since Covid, employees had leverage over employers due to a very tight labor market, but that dynamic has shifted in the last six months or so, and employers are once again in a position of control in how they want to run their business.
To manage this push-pull of demands, we recommend implementing changes – that, keep in mind, are going to feel norm-shifting and extreme for many – incrementally, on a schedule that gives employees plenty of time to prepare. Don’t just drop the hammer. Seek employee buy-in with focus groups, internal surveys or polls. We know that when people feel they are part of the decision-making process, they are more likely to honor and comply with that decision. If you’re able to offer flexibility or hybrid work in some way, it could be a good compromise, particularly for supporting and retaining employees with care-giving responsibilities at home.
Employees also need to recognize that while their input and feedback are important, the responsibility for a business’s success rests with the owner or leadership. It’s the owner’s prerogative to make operational decisions that align with the company’s objectives. This includes determining strategies that optimize productivity, drive revenue, and achieve long-term goals. Ultimately, it’s about meeting the needs of customers and clients, who are essential to the survival and growth of any business.
Sometimes it’s not going to work out if the employer and employee require different things, so expect some fallout. But employees, and especially those early in their careers who need visibility and mentoring, might be surprised by the many benefits of working in the office. The collaboration and communication, the improved productivity, the serendipity of idea sharing in the moment – these are things all employees might realize they’ve been missing working from home all these years.
Reply to me if you could use some guidance in navigating any these issues!
We are offering Harassment Prevention and Respectful Workplace Training on November 12th via Zoom webinar, at $100 per employee. We recommend this training for organizations of any size to foster a safe, harassment-free and respectful workplace.
I want to offer a warm welcome to Rebecca Pomeroy, our newest Business Development Representative. With Rebecca’s passion for connecting with people, and knowledge of HR, recruiting, and compensation strategies, she’ll be out in the business community, forging new relationships and uncovering opportunities to support organizations like yours.
Be sure to connect with her to explore how we can partner together.
Shana tova to those celebrating Rosh Hashanah this week. Wishing all a year of hope and peace. Thanks for reading.
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