Back to office mandate set for September 2023


The article discusses a recent survey conducted by the Conference Board of Canada, which found that a majority of Canadian employees want to continue working remotely at least part of the time, even after the pandemic is over. The survey also revealed that many employees are willing to quit their jobs if their employers mandate a return to the office full-time. HR leaders should take note of these findings and consider the following key takeaways:

1. Employee preferences: The survey indicates that a significant number of employees prefer the flexibility and convenience of remote work. HR leaders should recognize that remote work has become a valued perk and consider offering flexible work arrangements to attract and retain top talent.

2. Employee retention: The survey found that a significant percentage of employees are willing to quit their jobs if they are required to return to the office full-time. HR leaders should be aware of this potential risk and carefully consider the impact of a full-time office mandate on employee morale and retention.

3. Hybrid work models: The survey suggests that a hybrid work model, combining remote and in-office work, may be the most desirable option for many employees. HR leaders should explore and implement flexible work arrangements that allow employees to work remotely part of the time while still maintaining some in-person collaboration.

4. Communication and engagement: As remote work continues to be a prevalent option, HR leaders should focus on effective communication and engagement strategies to ensure that remote employees feel connected and included. This may involve leveraging technology tools, organizing virtual team-building activities, and providing opportunities for virtual collaboration.

5. Mental health and work-life balance: The survey highlights the importance of supporting employees’ mental health and work-life balance, particularly in a remote work environment. HR leaders should prioritize initiatives that promote well-being, such as mental health resources, flexible work hours, and clear boundaries between work and personal life.

6. Evolving workplace policies: HR leaders should review and update their workplace policies to reflect the changing landscape of remote work. This may involve revisiting policies related to remote work, performance evaluations, and employee benefits.

In conclusion, the survey findings emphasize the growing preference for remote work among Canadian employees. HR leaders should adapt their strategies to accommodate these preferences, considering flexible work arrangements, hybrid models, effective communication, and employee well-being. By doing so, they can attract and retain top talent while maintaining a productive and engaged workforce.