Features
Company
Partners
Resources

Features
Company
Partners
Resources
Features
Company
Partners
Resources

Features
Company
Partners
Resources

Company

Inside intelliHR

intelliHR is a people technology company based in Brisbane, Australia.

Explore intelliHR
Features
Company
Partners
Resources

Features
Company
Partners
Resources

Partners

intelliHR Partner Program

Learn about our partner program, or apply to become an intelliHR partner.

Learn More
Features
Company
Partners
Resources

Features
Company
Partners
Resources
See how intelliHR can help you.
GET A DEMO

JOIN OUR COMMUNITY OF 20,000+ USERS

Schedule a Demo.
Want to see how intelli can help you?
Are you using filing cabinets and spreadsheets for your people management system?

You don't need to anymore! intelliHR is your all-in-one cloud-based intelligent people management platform.

We're here to simplify people management and HR for you.
  • Dan Wilson

    Dan Wilson.

    PlantMiner

    "intellHR has allowed us to treat an employee, based overseas, as if they were based in the office."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "
    After implementing intelliHR, the following year we had our best financial year yet. That makes a massive statement to show how valuable an investment in people and technology can be."

  • Sarah Gatehouse

    Sarah Gatehouse.

    Fujitsu General Australia

    "With the implementation of intelliHR, the improvements in our culture are clearly visible. intelliHR is a tool that helps with our strategic cultural goal of being a great place to work, with improved engagement, communication and goal management now well on track."

TopBorderCurve

Customers

Join other industry leaders

These businesses get the best out of their talent from using intelliHR.

Employee Engagement | 5 min

Bringing your people back to the office in 2021

Bringing your people back to the office in 2021

As we mercifully arrive in 2021 after one of the most bizarre years in living memory, HR professionals around the country are beginning to ask themselves – how do we make people want to come back to the office?

In this post we’re covering the key things you need to consider when your organisation is ready to bring people back to the office, including the messaging and way it needs to be handled, as there is no one size fits all approach.

 

Appeasing different personality types

For some, the office is now a foreign land, with the sights, sounds, smells and impromptu hallway conversations now a distant memory, abandoned in March 2020 and seemingly never to return. Introverts have loved 2020.

For others, the office has been a part-time reprieve from working from home since mid-year, with many businesses allowing employees in a few days a week, with the caveat of strict rules on numbers allowed. Extroverts have hated 2020.

Office people walking with coffee

2021 will more than likely herald the easing of COVID-19 restrictions, but due to life having changed immeasurably, it will not be a simple case of demanding a full-scale return to the office with staff coming in five days a week like in pre-COVID times. However, employers are still keen to get employees back to the office in some way or another, as evidenced by the fact that 10 major employers in Melbourne have vowed to return 70 percent of their workforce to their CBD offices.

Leaders and HR professionals are going to need to handle this transition sensitively. Some employees will have increased their productivity and happiness whilst working at home (and will probably show more trepidation about returning), whereas others (most likely the extroverts) will be desperate to return. Therefore, how the return is presented needs to be tailored to appeal to different groups of people and their needs.

 

Nurturing office culture

Nurturing office culture and making it appealing to staff again is key.

However it would be naive to expect the previous culture of the office to magically appear again, especially as some people are still going to be distributed and working remotely. A blended approach to organisational culture that is inclusive for all workers will be necessary, which can be achieved by making use of now second-nature things such as video calls, online workshop boards and messaging services.

Likewise, the all-important social bonds and connections of the office will need to be nurtured and strengthened once more, as it is something that won’t happen overnight, and something that distributed employees will potentially miss out on. Below are a few ideas to get this happening.  

Tips to nurture social connection in hybrid teams:

  • Semi-regular social events
  • Buddy systems
  • Workshop days involving different teams, 
  • A clear set of values and goals for all employees to aspire to

Engagement between employees and employers will help shape and determine how the above is handled, with HR professionals becoming the main conduit for both the messaging and execution. As such, having the right feedback tools and processes in place will ensure everyone’s voice is heard, and that missteps and and mistakes are avoided or nipped in the bud early.

employee satisfaction feedback survey
Create and distribute pulse surveys in intelliHR to check in on how your employees are feeling about the back to the office transition.

RELATED: 5 Ways to protect your organisational culture

Re-boarding

One final point to touch on is the group of people that have been completely virtually onboarded over the past year, without any of the norms associated with the onboarding process such as coffee dates, walkthroughs of the office and social events.

An important question to consider for this cohort is if they will need to be “re-boarded” for your company, as we have all learnt that endless Zoom calls cannot replicate the natural feeling of being a part of a company that face-to-face contact with your fellow employees gives.

Having different employee experience workflows and messaging, such as a re-boarding workflow, is a great way get these employees up to speed with office life, and to cement that sense of properly feeling part of the team.

 

Back to the office – next steps

As you can see, getting people back to the office takes more than a hit and hope approach, and the different personality types, the rebuilding of office culture, and introducing the concept of re-boarding are all going to take planning, patience and commitment. Once these are kick-started, you can push the ideas in any direction you like.

If you think that increased feedback and engagement, as well as flexible and dynamic workflows will help with your transition back to the office, get in touch with our team to see these in action.

 

 

HR Strategy | 5 min
The Great Resignation: The next big thing facing employers
Have you had an increase in staff turnover? You might be a part of The Great Resignation… The COVID-19 pandemic has brought with it a lot of things, some bad and some good. Who...
Engagement & wellbeing | 5 min
4 Simple ways to address stress and support your team’s mental health
Are you worried that stress is affecting your team’s mental health? Research from the Columbia University Medical Center found that chronic stress can have the same impacts as smoking five cigarettes a day, and...
Engagement & wellbeing | 5 min
10 employee engagement strategies to create a winning work culture
Do you want to deliver the greatest possible employee experience to boost productivity and foster a positive company culture? One of the best ways to do so is by understanding the drivers of employee...

See what you can do with intelliHR

Schedule a demo with our friendly team and see why our customers love us.

We're here to help simplify HR for you.

GET A DEMO
JOIN OUR COMMUNITY OF 20,000+ USERS