As companies review their return to work policies and move towards a semi-remote model, the structure of the in-office day and the way people handle their time will change. Post-pandemic, what will a working day in the office look like?

We have already seen that the return to work is not simply switching the lights back on and refilling the coffee machine. Shifting from the virtual office back to in-person will present challenges around productivity and collaboration between teams. Other difficulties related to time management and training that characterized remote work  will continue to impact peoples’ skills and business development efforts. With structure and thought, these efforts will reward an organization’s growth and will also offer flexibility for employees who seek a hybrid working model. When we return to the office, companies will have to consider a range of factors to ensure ultimate productivity and offer a complete restructuring of the way we approach the working week. 

Firstly, it is important to ensure that teams have the opportunity to collaborate with each other in an efficient way. Organizing the week so that different teams that have close alignment can interact, but not necessarily always work together, will facilitate new ideas and help ease the difficulty of virtual collaboration - things like picking up what others are saying and quickfire Q&As between groups always foster new ideas and growth. 

Likewise, both internal and external meetings will have to be considered for efficiency’s sake, while still offering a virtual option for those not able to attend in person.The focus should be  on maximising external client and business development time, while also balancing things like training and development to get the best out of people. Both aspects are paramount to the future success of the business. Junior employees are already struggling with limited mentorship and development through remote working and the more seasoned employees are stretched juggling their lives and busy work commitments. 

Several organizations are looking at two or three days in the office, with the remainder working from home, so they should set their expectations of office time management when their staff return. Structure will be welcomed here - start by encouraging internal meetings to be held at the start or end of the day, and motivate employees to hold external meetings throughout remaining business hours. This will allow maximum efficiency and drive growth internally and externally.

Training implementation is also important. Offering in-person training again, especially at the beginning of the return, in order to bridge any knowledge gaps as a result of the remote work environment would be especially helpful.There will be a lot to get used to again, and new faces and new processes to adopt, so supporting your employees in this way will ensure a smooth transition and refocus team and organizational goals.

Technology should be at the forefront of planning for the hybrid return. Ensuring working video conference facilities, mobile working solutions and an open model of flexibility will help ease the transition and help business and people adapt to this new era of working. Train employees to implement these solutions early on and iron out any bugs so that things run well in the long-run.

The return to office life is on the horizon, but not in the way we know it. Smart companies will plan and adapt, helping them pave their way for success in the future.