LinkedIn’s Return To the Office Plan in One Word Trust

Do your employees prefer to work in an office setting or from their home? LinkedIn answers this question, which is something many companies are trying to answer right now.

Ryan Roslansky CEO of LinkedIn announced that LinkedIn would no longer be concerned about how everyone should act.

Roslansky wrote that “We have learned that each individual and every group works in a different way, so we are moving away from an all-encompassing policy.” This is advice every business owner needs to remember.

One-size-fits all is not sustainable.

Certain jobs require that they be performed on-site. It is not possible for doctors to work from the shore, nor can factory floor workers. In these situations, support personnel must also be present. It is not a sign that we aren’t concerned about the well-being of our employees if an HR representative works remotely while employees are at work.

Many jobs can be performed from home and people are able to work from home. However, not all individuals work from home. It is not always easy to do so. Managers who are competent and able to work remotely and allow others to do the same and then manage them appropriately.

Flexibility is important to employees. Having a remote office or team on its own can limit your ability to hire and retain staff. To be clear: If you prefer your company to have 100 percent of its employees in an office, or 100 percent remotely, it’s fine. Be clear about your expectations. While you will be able to limit the number of applicants, it is possible to find people that are good for your job.

LinkedIn recommends having a mixture. Roslansky notes that 87 percent want to work in an office environment at some point. This figure is much higher than the 71% of individuals who would prefer to work in a mixed environment.

Trust is the key

You shouldn’t have employees who aren’t trustworthy enough to perform their job, regardless of where they live. Working from home can be a valuable skill that you might need to teach and guide others. Your living space is different than your cubicle. You have different distractions, different environments, and different boundaries.

Remote workers are different from managing those you can actually see. While every manager must be able to measure performance, there are some differences. You can, for example, walk past someone’s cubicle to tell them they have a problem. Then, you can offer support or guidance. Remote workers need to speak up and the manager must be prompt in asking questions. It doesn’t matter what, the result will be different.

However, giving your employees the freedom to decide what is best for them will help you build a loyal workforce.

One thing to note is that Rolansky didn’t state everyone could choose their work location. Rolansky stated, “We are embracing flexibility with hybrid, remote and hybrid roles,” which makes it sound like certain roles will spend more time at the office. It’s OK to be open about the position you are hiring.

It is unlikely that everyone will return to work 100 percent if you try to do so. LinkedIn listens to its employees.

Inc.com columnsists’ opinions are not the views of Inc.com.

Publited Sat, 31 July 2021 at 18:06:48 +0000

Leave a Reply

Your email address will not be published. Required fields are marked *