Pre-March 2020, the idea of working from home was reserved for the self-employed and freelancers. Then we had lockdowns and the majority of the UK discovered what it was like to work from home. Now, it didn’t suit some people; when they had the opportunity to return to the office full time, they jumped on it.

However, working from home (WFH – yes, another acronym!) suited millions of people. It even suited some companies as they saved money on overheads and other expenses. But like many good things, it must come to an end at some point and it looks like it is a couple of years later.

Why are there post-pandemic empty desks?

Major corporations started to expect their workers to come back to the office, only it didn’t really happen. So, they went on a ‘wooing’ offensive and offered incentives; a balance between home working and days in the office. The problem is there are still a mass of post-pandemic desks sitting empty.

It’s a dog-and-bone scenario; or a difference of opinion. Some workers really do work better in the quiet surroundings of their home. Others are more productive in the heart of operations in the office with colleagues around them. There are bosses who are easy-going and understand their workers; others aren’t.

There’s the argument that WFH has reduced the number of sick days taken, but then there are still many people suffering from mental health problems as a legacy from lockdowns. Can you really force these people back to the office? WFH also means that employees with families who had previously been forced to take holiday to look after sick children are now able to do both. There has to be a balance and finding the middle ground, but it seems this isn’t happening.

How are companies fighting back?

But companies are apparently getting fed up with the ‘nicey-nicey’ tactics and are getting tough, really tough; to the point that they’re employing people whose sole remit is to watch the workers that clock-in and the ones that don’t. Suddenly, WFH employees are getting emails popping up demanding to know why they haven’t been in the office for their allocated three days, or more. This is in spite of agreements between the employee and their line manager should something stop that employee from going into the office.

There are reports that an American investment firm in London has informed their employees that unless they are in the office for a minimum of three days a week, regardless of holidays or bank holidays, and at their desks by 9am, they will receive a written warning.

The response from Gen Z!

But rather than enticing (or scaring) their employees back to their desks, the tough (almost Draconian) stance of companies has had the opposite result, according to a Deloitte survey. It found that over three-quarters of Britain’s Gen Z workers, and 70%-plus of millennials would think about looking for a new job if their employer asked them (or demanded) they go back to the office five days a week.

The survey also revealed a huge gap between employee and employer expectations. Gen Z’s ranked empathy the second most important trait in a boss; while those bosses ranked it fifth. Less than half Gen Z’s say their boss helps them maintain a healthy workload, and 28% struggle with their mental health because of their boss. 61% of Gen Z’s feel work is a significant part of their identity, and bosses say it is 86%. Recognition, training and rewards also showed huge gaps between the two parties.

So, despite the ‘talk’ of diversity, inclusion and equality by companies, is it really being followed through and implemented? By the sounds of it, not really. One thing that really does shout out in all of this and that is communication; or lack of it. How many bosses take the time to actually talk with – not at – but with their workers? How many actually listen, truly listen, and take on board the issues they are dealing with, inside and outside the workplace? If more time was spent focused on the needs of employees, understanding their personal situations and professional aspirations, surely productivity would increase due to a happier workforce?

We can’t answer all the questions Gen Z’s, millennials, the unretired or the companies may have. But what we do is work closely with our clients and candidates on every level to make sure both parties are completely happy every step of the way.

At Auxato, we work hard to match the right people with the right jobs. We nurture our relationships with our clients and candidates, taking the time to understand their goals and ambitions, and to realise a positive outcome for everyone.Find out more about the professional recruitment services we offer and view the latest PR, communications and marketing jobs we have available or contact us to discuss your requirements in more detail.