COVID-19 brought with it many changes to employee working conditions, with remote and hybrid playing a big part.

Many have noted the benefits of remote working, with an improved work/life balance and reduced commuting times. With geographical boundaries broken down, when applying for a position, with many candidates only accepting a position if remote working was offered.

Others, however, are looking forward to a return to old working habits and some form of ‘normality’, with face-to-face meetings and briefings back on the agenda.

As workplaces come back to ‘normality’ and welcome employees back, business leaders must consider the feeling of anxiety or uncertainty some may feel about returning, for some it’s a step into the unknown.

It’s essential that they listen, understand, and respond to individual employees’ needs and concerns if they want to facilitate a smooth transition to the new world of work.

Already, some traditionally office-based organisations have announced ‘remote first’ policies, allowing certain employees the opportunity to work from home indefinitely. Meanwhile, others are strongly advocating for hybrid models, or a full return to the physical workplace.

Some workers will inevitably feel anxious about the coming months. For those who started a new role remotely, meeting their teams in person can be an exciting moment, but may also be daunting. 

There’s a catalogue of concerns and nuances to be understood and considered.

Business leaders need to ensure there’s a well-organised transition period between where they are now and the long-term model, they see themselves operating in the future.