October 7, 2024 from Canadian HRReporter
Remote work arrangements, a pandemic-era shift, may soon come to an end according to a recent KPMG survey. The report highlights that 83% of Canadian CEOs expect employees to return fully to the office within three years, a significant jump from 55% in 2023. Furthermore, 90% of CEOs plan to reward employees who return to the office with better assignments, raises, or promotions—up from 77% last year.
This optimistic outlook aligns with the broader sentiment among business leaders about the Canadian economy’s growth potential. However, small and medium-sized businesses (SMBs) present a contrasting stance. Only 20% of SMB leaders expect a full return to the office, and 65% of SMBs foresee maintaining hybrid work models, recognizing flexibility as crucial to attracting and retaining talent.
“Flexibility may prove essential to attracting and retaining the diverse talent they need to drive growth and productivity,” states the KPMG report. Despite their preference for hybrid models, 85% of SMB leaders acknowledge they would still offer rewards to encourage office attendance.
Office Return Trends Across Industries
The move towards a return to office is already underway in several sectors. For instance, Canada’s federal government now requires workers to report in-person at least three days a week. Similarly, TELUS recently mandated that remote call center employees relocate or face job loss, signaling that companies across industries are aligning with in-office work expectations.
Globally, KPMG’s previous survey of CEOs in 2023 also revealed that 64% of CEOs expected a full return to in-office work, emphasizing a worldwide shift towards pre-pandemic work practices.
Strategies for a Smooth Transition
Transitioning employees back to the office full-time can be challenging, and ensuring a smooth process is crucial to maintaining morale. According to Johnny Warström, CEO of Mentimeter, successful transitions require “empathy, flexibility, and meaningful dialogue.” Warström suggests that companies engage employees in conversations, gathering feedback to ease the process.
“A company is only as successful as its employees are happy,” he explains, emphasizing that leadership should focus on making work meaningful and inclusive. A clear feedback process and an understanding leadership approach are key elements to mitigate employee dissatisfaction during these changes.
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