March 2024 International Blog – Increased Office Working
COVID – a distant nightmare?
Can you believe this month marks the fourth anniversary of the UK’s first COVID lockdown – and similar around the world? At the time, Arinite repurposed its website to give you daily, later weekly, updates on the progress of the pandemic, government instructions, precautions to be taken, and, finally, tips on restarting business.
Commentators sometimes drew analogies with other major global events, predicting that life would “never be the same again”, and that a bold new future might arise phoenix-like from the ashes.
Working from home
One of the enduring legacies of the COVID pandemic was the rapid uptake of videoconferencing. The phrase: “Nice to e-meet you” entered our lexicon.
In fact, “WFH” also entered our lexicon, as hundreds of millions of workers around the world discovered that Information Technology enabled them to be just as productive Working From Home as from a conventional office.
Many bosses however lamented the loss of direct control over workers they couldn’t see, and I for one, missed the repartee and socialisation of meeting colleagues by the coffee machine.
WFH can also highlight inequalities between “knowledge workers” and those who are simply unable to work remotely, such as those in transportation, hospitality, care, and service sectors.
Please come back
VTS (View The Space) is a real estate software company bringing landlords, brokers, and tenants together to make deals.
Their first Global Workplace Report found that 59% of companies are currently mandating or encouraging employees to spend more time in-office, with an additional 55% expected to do so over the next six months, as return-to-office continues to gain momentum.
VTS’ survey found that almost 60% of respondents say their employees work from home at some point during the week, whereas only 1% of companies in North America and Europe have gone fully remote. This means that strengthening existing tenant relationships and investing in the technology needed to manage the hybrid work environment will be key to success.
The VTS report predicts a strong return-to-office push in 2024.
It found that 62% of global companies are currently executing a hybrid work strategy, with 38% requiring workers back in the office full time and 52% requiring employees to come into the office one to four days a week. Only 10% of companies are taking a remote-first or office-optional approach.
Collaboration
The justification I keep hearing is: “collaboration”.
CEO’s apparently feel that employees collaborate better when occupying the same physical space.
So what precautions can you take to ensure that the workplace is safe to return to, and staff psychologically prepared?
Be prepared
Despite huge leaps in vaccination efficacy, we are still seeing cases of COVID. You can help safely prepare your employees for a mass return to work by:
- Following Government Guidelines: Stay updated with local health department and government regulations regarding workplace safety protocols.
- Assessing Risks: Conduct a thorough risk assessment of the workspace. Identify high-touch areas, traffic flow patterns, and areas where physical distancing may be challenging.
Physical Adjustments:
- Arrange workspaces to allow social distancing (the virus hasn’t gone away!).
- Keep up physical barriers like plexiglass dividers where maintaining distance is difficult.
- Increase ventilation by opening windows, using fans, or upgrading HVAC systems to improve air circulation and filtration.
- Replenish hand sanitising stations throughout the office and promote hand hygiene.
- Maintain regular cleaning and disinfection protocols for commonly touched surfaces, such as doorknobs, light switches, and shared equipment.
- Allow employees to work remotely on certain days to reduce office density.
Health Screening and Monitoring:
- Implement daily health screening measures such as temperature checks and symptom questionnaires for employees and visitors.
- Encourage employees to stay home if they feel unwell and provide clear guidelines for when they can return to work.
Communication and Training:
- Communicate clearly and regularly with employees about the safety measures being implemented and any changes in protocols.
- Provide training on proper hygiene practices, PPE usage, and any new workplace procedures.
- Encourage open communication channels for employees to voice concerns or ask questions about returning to work.
Flexibility and Accommodation:
- Be flexible with employees who may have underlying health conditions or caregiving responsibilities. Consider retaining some remote work options or flexible scheduling arrangements.
- Accommodate employees who may be experiencing anxiety or stress about returning to the office by providing resources for mental health support.
Emergency Response Plan:
- Develop an emergency response plan outlining procedures to follow in case of a suspected or confirmed COVID-19 case in the workplace.
- Identify designated individuals responsible for coordinating the response and communication with employees, health authorities, and the public, should another outbreak occur.
Feedback and Adaptation:
- Solicit feedback from employees on the effectiveness of the safety measures and their comfort level with returning to work.
- Allow staff to maintain “hybrid” working where necessary to care for children, elderly/disabled relatives.
Contact us
Arinite clients worldwide appreciate we provide practical, no-nonsense advice about what you need to do to establish and maintain a safe and healthy working environment.
Our team of health and safety consultants take pride in keeping health and safety simple.
If you need to call upon our expert assistance, or just for an informal chat, please call our
office +44 207 947 9581, or type an enquiry to: https://www.arinite.com/contact-us/.
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