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What's everyone doing for the 4th?🇺🇸 🇺🇸 🇺🇸
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Can they make the 1 day they don’t come in flexible? Can they be flexible on when you start your commute home? Ie: can they log back on at night but start their commute at 2:00 to save time in their day?
Anything you can do to keep a semblance of flexibility will help. It won’t be a cure, but it will help a bit.
Also, a cliche, but provide lunch 2 days of the month and don’t forget about gf, v and vg diets. My pet peeve is when there’s free lunch except for some of us.
That’s a tough transition! I guess I’d just make sure to have an open conversation with the team about why the change is happening and acknowledge the impact. Offering flexibility in hours or working with team members to accommodate their new commutes can help maintain morale so I'd do that to whatever extent you're allowed.
Can you ask up the chain if there are any options, such as working fewer days in the office but longer hours, or clumping in-office days as so many per month instead of per week, or accommodations for people with extra long commutes or disabilities that make RTO difficult?
Or some incentive like paying for commute transit and/or time, free parking, free lunch on in-office days?
Even if the answer is no, if you can tell your team you tried that will be something to maintain their trust in your that you have their back.
Otherwise TBH I don't think there's much you can do, and being realistic about "this is not my fave either but we'll make it work together" will probably be better for your team spirit than trying to sell a positive you're not feeling, or even one you are feeling but know they don't share.
But you can still probably expect to lose the people who moved in the long run, unless they are able and willing to move back or there are no jobs in your field any closer to them.
I would proactively ask leaders above you the questions you think they will want to know (is there any flexibility if you have appointments, etc.) so you can tell the team you're already working on it when they ask.
When you deliver the news, stick to the company line - don't bash the decision even if you feel that way. If they feel that their manager isn't on board it will be a lot harder to hold them to it. Be kind, listen to their concerns, and try to hit any practical points they should think about (if they need to reserve spaces, encourage them to do that).
This is helpful, thank you!