As the working world continues to regain its footing following the abrupt changes brought on by the COVID-19 pandemic, more companies are starting to return to the office. While some team members view this return to normalcy as a relief, many companies are finding that the level of enthusiasm isn’t quite as high as anticipated.

Many employees have discovered that remote work is much more conducive to the kind of work-life balance they’re looking for than going into the office. But if your company is struggling to operate without an in-person workforce, another kind of balance must be struck.

This necessity opens the door for another concern: will your employees decide to quiet quit if you force them to return to the workplace?

What Is Quiet Quitting?

Quiet quitting is a relatively new term for a not-so-new practice that has likely been going on for as long as the 9–5 workday has been the norm. It describes a scenario in which an employee stops giving any more effort toward their job than the bare minimum required of them.

The employee doesn’t officially quit, but all of their actions (or lack thereof) suggest that they’ve given up on being an active member of the workforce.

How to Prevent Quiet Quitting When Returning to the Office

You may have a number of employees who are resistant to the idea of returning to the office, but if that’s truly necessary for your company to continue forward, then your best bet is to find a way to keep them engaged and motivated as much as you can. Here are some tips for how you might do that.

Strike a Balance

Everything in the working world, and in life in general, is about finding a balance. Finding a way to create a hybrid working schedule for your employees can help both them and your company strike that necessary balance so that productivity can remain high and work-life balance can remain steady.

Create a Reason for Employees to Be in the Office

If your employees find that everything they’re doing in the office is something they could just as easily do from the comfort of their own homes, then quiet quitting may be an inevitability for some.

To prevent this problem, you need to find a way to show them that returning to the office is both important and useful, not just for the company but for them as well.

Don’t Force It

It’s important for the leaders of your organization to carefully assess whether it’s actually critical for employees to be in the office. If you determine that productivity and engagement can remain at a comparable level with remote work, then don’t force anyone to be in the office.

Check In with Your Employees

One of the most critical aspects of being a successful leader at any company is the ability to encourage, receive, and respond to feedback from your employees. Make sure to check in with them as often as possible to ensure that they’re feeling engaged and motivated. If they’re not, take decisive action to remedy the situation.

Maintain Clear Boundaries

The shift to remote work blurred the line between on-the-clock and off-the-clock in an unprecedented way. It made it easy for employers to imagine that their workforce is available to communicate and work at just about any time of the day.

If you’re going to return to the office, make sure that communications and duties remain within reasonable boundaries or you may wind up losing your top talent.

Offer Great Compensation and Benefits

Just about every one of your employees is going to feel a greater sense of duty, engagement, and motivation if they’re being properly compensated for the work they do. When that need is met, a return to the office won’t be nearly as tall a mountain for them to climb.

Remember that good compensation applies not only to their paychecks but also to the benefits your company offers its workers.

Keep Your Employees Engaged

Showing your team members that they are valued will go a long way toward keeping them committed and engaged. A robust employee benefits package gives you credibility in attracting and retaining top talent. To build a creative benefits program, reach out — Benefits Advisory Group can help.