Boots has confirmed that it is asking its 3,900 employees at its headquarters in Nottingham, Weybridge and London to return to the office five days a week from September.
talk to human resources managementA Boots spokesperson said: “We are asking our team members to make our office their regular place of work from September 1st.
“We really value the team spirit that comes from being together in person. Of course, there will always be times when working from home is necessary for personal or business reasons.”
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A human resources management poll shows that most workers would look for a new job if they were asked to increase their attendance at the office.
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In a letter to employers, officials confirmed, guardianBoots CEO Seb James thanked staff for embracing the current three-day office policy, adding:
“There is no doubt that informal conversations, quick updates and face-to-face group meetings are far more effective and better for Boots culture than forced formal remote meetings. I know that was true for me.”
But unlike similar back-to-office mandates announced by companies such as Nationwide, the company has upgraded its office IT systems and Wi-Fi, created quieter spaces, improved parking facilities, and How to make our food better.”
Gemma Bullivant, HR and coaching consultant, said: human resources management While she understands the need for “some degree” of face-to-face interaction, she said, “If there’s anything we’ve learned from extensive hybrid working, it’s that activities are better done away from the distractions of the office.” That said, there are some activities that are better done in the office.
Companies looking to bring employees back to the office five days a week will have to contend with the perception that commuting is a huge waste of time and money and a source of dissatisfaction for many employees. As a result, talent acquisition challenges can be exacerbated for organizations with limited flexibility as salary expectations rise and talent shortages widen.
However, Mr Bullivant welcomed Boots’ efforts to upgrade its IT systems and office equipment, adding:
“And how they plan to support ongoing EDI and gender pay gap efforts, as reduced flexibility is known to disproportionately impact underrepresented groups.” It will be interesting to see if there is.”
Juliet Bohanna, founder of One Xec, said the announcement was “a perfect example of mindset bias”.
James’ statement “speaks of someone who prefers an extroverted personality,” he said, describing a worker who thrives on social interactions, such as informal conversations and quick updates.
“What about everyone else? Has an employee analysis been conducted? It’s not about things like better food or parking, it’s about what kinds of environments allow certain kinds of people to thrive and be more productive. Will you?”
Bohana added that for “introverted” workers who prefer to work from home, “improved parking and food cannot offset the mental strain that an office environment creates.” [and] Those quiet areas will be crowded with people looking to escape to think and process.
“I’ve heard stories of people working in the bathroom trying to think of something because of the noise and chatter in the office.”
Lisa Seegroatt, Managing Director of HR Fit for Purpose, said: human resources management “Informal chats in the kitchen can be very productive” and “when it comes to encouraging good teamwork and a healthy work culture, there’s a place for communication both in-person and remotely.”
But she added: “We wouldn’t have survived three lockdowns during the coronavirus pandemic without the option of remote meetings. So our working lives will continue to change even as people are able to return to the office. “And we have no intention of canceling the lockdown.”
Companies are mindful of different workforce dynamics and personalities, with some saying that remote work is more productive because people often feel anxious about working with people who aren’t necessarily easy to work with. You need to understand that.
Seegroat added that employers need to be aware of the legal complexities when requiring workers to return to the office full-time.
Samantha Owen, senior employment lawyer at Harper James, said it’s important that communication about returning to the office is “clear, well-reasoned and consistent, and that any changes are fully consulted with employees.” Stated.
“If there is significant reluctance among staff to return to the office, you may need to consider additional incentives or compromises in work arrangements or location,” she says.
“Furthermore, where staff have protected characteristics, there is a risk of discrimination if the issue is not handled sensitively. Each employee’s personal circumstances should be considered.”
