Return to Office and Measuring Engagement

Return to Office and Measuring Engagement

Each month, Epoch brings together employee experience leaders to share learnings, compare notes, and lean on each other! This month’s roundtable was focused on Employee Experience practitioners. Scroll down to see key takeaways from the conversation!  

How to get people excited about the transition back into the office & teach office etiquette 

TLDR: To help facilitate a smooth transition back into the office, one company implemented measures like offering food and organizing intentional gatherings for employees. For example, more events, happy hours, and dedicated team days to encourage team collaboration and in-office work. 

There are many creative ways to entice people without breaking the budget, such as offering breakfast instead of lunch and fostering a strong community within the team through inexpensive activities like board game nights and potlucks. Simply rearranging the common areas to be community-style can also encourage interaction. 

Personalization is huge in returning to office, so there is a need for intentional planning and flexibility, such as allowing employees to adjust their workdays to accommodate personal needs. Most importantly, leading with empathy and understanding is key. Regarding etiquette, flyer stands, slides on office TVs, and other physical items can help gently remind staff.

Managing globally distributed teams

TLDR: The importance of being mindful of different time zones and the value of in-person gatherings when possible is vital. Traditions, clubs based on hobbies and interests, and subsidized get-togethers can help create a sense of community. While some employees might just attend for the perks, the majority will genuinely enjoy social interactions and attend regardless.

Engaging remote employees and Gen Z recruits

TLDR: Values like honesty and transparency are important to the younger generations. Being open about the company's expectations and benefits could help attract and engage potential interns. Aim to create a welcoming environment where employees can grow and be themselves. Other ideas include targeted tech talks, ambassador programs for interns, and key project involvement during the internship.

Cultural experiences and branded swag for interns are valuable. One company shares a one-year professional program they’ve implemented for fresh college graduates that includes skills workshops, networking, and a project presentation at the end of the year. 

Metrics to look at measuring impact

TLDR: The need for concise and meaningful surveys has been stressed by many companies, despite the variations in size. Short and simple flash polls and partnering with managers or leadership can help increase participation in surveys.

Things like end-of-year engagement and events surveys, as well as Net Promoter Score can be used to show ROI. To keep the participation rate high, surveys should be short and engaging. Also, communicating back on any changes made based on responses is key to making people feel heard.

Improving the onboarding process 

TLDR: It is strongly recommended that managers come into the office on the first day to help new hires feel welcome and included. Providing food and holding team lunches can also help integrate them. If bringing people in office on Mondays is not possible, it might be beneficial to start new hires on a Tuesday, leaving Monday for managers and teams to prepare.

Want to be part of the conversation?

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