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Human resources leaders are usually the ones who must be managed Return policies to the office. But just because they impose on it, it does not mean that they think they are better for workers.
56 % of human resources leaders say they are under pressure by CEOs Delegate work in the office New arrangements a report Among the 1,000 human resources leaders from the software platform that focuses on people. However, 70 % believe that cooperation can be effective from the office and says 79 % of allowing employees to choose their work environment is best for productivity.
“During Covid, we all learned that the work is remotely, and that it helps people, and in fact, the employees ask for that,” says Lak Ducchitra, Vice President of People and Culture in Lipsum. “So there is a unique tension that arises, especially if the (RTO) policy is driven only by driving.”
Ensuring that human resources leaders are able to manage the expectations of the CEO while keeping people surely not an easy task. However, Ducchitra says it helps in human resources leaders to reach the root of the causation of executives to return workers to the office, and to exchange this feeling in a way that employees can contact. She says that the explanation of “Why” behind this directive is less important than the explanation of “how”.
“Even if you are against her personally, you need to find a reason why,” Docchcra says. “I think the reason for this is a very stressful feeling for human resources leaders because they do not provide a reason, and many of them put just a guidance, and they hope for the best, which is not going well.”
Dokchitra recommends that when CROS approaches the executives about RTO policies, they should be prepared, especially if they take the opposing side. This means that there are data and visions from their organization to see how policy changes affect the company on a wider scale.
“Most of the time you have no choice, you have to agree and commit to,” says Ducchchitra. “Therefore, it is really important to present data, visions of your organization, and about the feelings of employees and the comments of the candidates; therefore, at the end of the day, you have what you need to clarify your point of view, whether it will go on your way or not.”
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This story was originally shown on Fortune.com
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