The Covid-19 pandemic forever changed how we work, live, and relate to one another. As the world begins to reopen and readjust to the “new normal,” our “Back to Normal” blog series will explore what that means for employers and their workforce, from returning to the office; to adjusting to new ways of working; to hiring, recruiting and retaining diverse talent. We hope this series serves as a lodestar for you as we all navigate this brave new world together.   

Although more than 374 million Covid-19 vaccines have been administered in the United States (at the time of writing), the rampant spread of the Delta variant has prompted some employers to rethink the timeline to bring employees back to the office. Originally, many tech companies discussed bringing employees back to work on a hybrid schedule — a few days a week in the office, and a few days at home — in September and October. However, as conditions surrounding coronavirus have evolved and cases surged in some locations, employers are reconsidering and pushing back “return to office” plans to early 2022.

Amazon, for instance, recently announced that it has revised its return-to-office plans. Originally, the tech giant intended to bring employees in the U.S. and other countries back in early September. Now, it’s pushed that date to at least January 2022, following new Covid guidance from the World Health Organization (WHO) and the Centers for Disease Control (CDC). Similarly, both Facebook and Google have delayed a mandatory return to the office, regardless of employees’ vaccination status, to January as well.   

At WTIA, our staff will continue to work remote-first. We have rented a small office for occasional meetings, and will organize staff events and in-person meetups when it’s safe to do so. This summer, we hosted our company picnic in person, however, it was held outdoors, and proof of vaccination was required. We continue to explore opportunities to host in-person membership events on a case-by-case basis, while carefully monitoring relevant Covid-19 data. For instance, we recently decided to move our Leadership Summit from an in-person to a virtual event due to rising case numbers in King County and a majority of members unwilling to meet in person at this time. 

“Serving our members well has always been our top priority,” said Michael Schutzler, CEO, WTIA. “That means we are proceeding with an abundance of caution when it comes to large in-person gatherings. However, we have had success with our virtual events over the past year and half, and we expect to continue to leverage that model to bring our members valuable content, connections, and information.”

Given lingering uncertainties related to the ongoing pandemic, it’s clear that the return to the office, if and when it does happen, will look different for every employer. For some, it will be business as usual as employees continue to work from home indefinitely. For others, returning to the office will be an enormous adjustment as employers and employees deal with indoor safety protocols, contact tracing procedures, decreased public transit availability, and long commutes that reduce time for online meetings. 

A survey conducted by workplace solutions provider Envoy earlier this year found that approximately two-thirds of workers are concerned about going back to the office. Indeed, PwC has called navigating the Covid-19 pandemic and its aftermath “one of the biggest business challenges of our time.” They aren’t wrong. However, where there is challenge, there also lies opportunity. As such, here are some simple, yet proactive steps employers can take to make the transition easier and less stressful:

• Minimize risk: Where possible, take an employee-first and safety-first approach. Reconfigure office space so there’s room to spread out and social distance. Ideas from other companies include: 
  • putting up dividers between desks and in common gathering areas, 
  • posting signs with best practices for health hygiene, 
  • subsidizing parking for employees who are uncomfortable with or unable to take public transit, 
  • and working with your building’s landlord to acquire more space should you need it to accommodate additional staff and maintain social distancing standards. 

Of course, you should also monitor local infection rates and hospitalizations, and follow government guidance from the Centers for Disease Control (CDC), Occupational Safety and Health Administration (OSHA), and the World Health Organization (WHO).

• Listen to your employees and take it slow: 42% of employees are worried about returning to the workplace for fear of contracting Covid-19 or exposing a family member, according to a recent report from the Conference Board cited in The New York Times.
  
  In addition, the Great Resignation is upon us. The same study found that 29% of employees said they were unsure if they would remain at their job for the next six months. Among the job seekers, 80% said their employer’s position on flexible work arrangements, such as allowing them to work from home, was very or moderately important in their decision to look elsewhere.

In light of these trends, it’s vital for employers to engage employees in the “return-to-work” discussion and get their feedback on what’s on their minds and what questions and concerns they have about returning to the office. This includes asking employees if they want to work remotely some days, and if they feel comfortable asking questions about going back to the office. Where feasible, employers should adapt their back-to-the-office plans to reflect employees’ input. Making them feel heard not only serves to increase their comfort level, it also boosts their trust—a key element of employee satisfaction and retention.