My CEO is looking to tighten up our work from home program and get people back into the office more. Most are out 3 to 4 days a week. It's not that they aren't working, but we are missing the energy you get as a collective. I suggested 3 days in office 2 days out and the 3rd week of the month is a hell week, everyone is in 5 days!!! (Of course i wouldn't say that publicly, just for the explanation of this scenario) Any suggestions. I would love to know if anyone else is in a similar situation

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My suggestion would be to work on ways to build camaraderie on remote teams and keep people engaged and connected while working remotely if you want to keep and attract great workers. I've been working remotely for 5 years now and I have no problem getting energized with a team, making things happen, sticking to a schedule, etc.

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Companies forcing folks back to the office has taken over the number 1 reason why people leave jobs. This is only my experience but instead of money and bad bosses, remote is the reason give to me 8/10 times. If the work is getting done, I would focus on the root of the problem. (And if you do move forward... Perhaps not call the full week Hell Week, lol)

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Sounds like taking all the right steps, Roxanne. Kudos for that. Transparency and open dialogue are not common enough.

I talked to a researcher who was expected to be in the office at least 4 days/week. 75 min commute each way. To sit at a desk doing independent work. Ludicrous.

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Maybe schedule specific days in when randomly when it makes sense to do so vs forcing it every week?

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I agree. This is a much better approach.

Don’t call it hell week bc people may look at it and give it negative connotations.

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For hell week (*I* will call it that!), could folks at least have Wednesday as remote to recoup their sanity?

You’re looking for camaraderie, not a reality TV show fishbowl situation!

Definitely in this position but new to leading the HR function in a hybrid/remote role. I'm following this thread as well as this is a great question!

I believe in hybrid remote work and the employees are getting things done but there is some lack. Everyone comes in on Monday and it gets overwhelming because they are hounding each other to rush and get things done so they don't have to come back. My M/W/F people are the most efficient, and I'm thinking 3 days is the way to go or a higher level of accountability for the ones who are out longer.

If they are rushing to get things done so they don't have to come back, it sure doesn't sound like they love coming to the office.

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Unfortunately, the ones rushing to get home are the least productive, camera off employees.

wonder if there could be any kind of buddy system… A way to build stronger social connections between those camera off employees and strong performers.
Just a random idea-
What is the company “randomly” assigned buddies, & when both staff are in the office they can go get company reimbursed coffee or something?
Or, is camera on more strongly correlated to productivity than in office presence? maybe that’s the behavior to really work on increasing, not commuting…

I feel like the main reason why there is much discussion about returning to the office is that people just don't want to go back. A compressed work week would be nice, or a hybrid setup where majority of the time WFH is allowed.

I agree totally and I am looking to create something that they will embrace.

Our company enforced that most of us work 4 days in and have 1 remote day. It was tough at first for a lot of employees who came and went as they pleased however most managers are flexible if someone needs to be remote a couple days because of their kids or appointments. So if y’all can be flexible with your employees it should help.

Personally, I don't see any difference in the output between hybrid and WFH. If work can be done efficiently at home, why do we need to push the "tightened" hybrid setup? We are only required to return to office for 3 days a week.

You said the key words, "If it can be done effectively" It is not! My job will be keeping the opportunity while creating metrics for productivity and accountability.

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