From CEO to CEO: bringing people back to the office

Then the pandemic struck. And what was supposed to be a few months turned into many organisations spending almost two years working remotely, at least a large proportion of the time. And it proved that it was possible, and not just possible, but in many cases positive: creating an opportunity for many families to organise themselves differently, to work more comfortably, and so on. But it wasn’t always perfect, far from it! The remote model has its drawbacks, and during those two years we (myself included) noticed a loss in some areas, particularly regarding culture, values and the difficulty of team-building (especially with new people), the increase in siloed working and, at times, a lack of agility in decision-making.

With 2023, the return to the office is (finally) taking hold; organisations are implementing a #hybrid model, each with its own specific circumstances, percentages, conditions, etc.

But has it been a success?

The word on the street whenever I sit down with CEOs is that professionals don’t want to return; they don’t see the added value. They’re losing talent because people are looking to competitors for more remote, more flexible models.

‘How can we fix this? We want them to come back; we believe there are activities that are done better when we’re together, and we’ve lost part of what made us unique. What can we do to get professionals to support these measures?’

I’ll try to answer as concisely as possible using an analogy we’ve devised, which compares certain aspects of the film industry with the return to the office:

Create a good script.

Every film needs to start with the script: we must create a backbone for the office experience and deliver a distinctive experience.

Location takes on particular importance.

The office must meet our needs; since we no longer need to go there for everything, it is important that we design our location well so that it fits the new requirements.

Filming: the moment when all the main characters must come together.

Proper coordination of teams and individuals, and a smart breakdown of activities throughout the week, allow us to optimise both office-based and remote work for the whole team and significantly improve the working experience.

Success and measurement.

It is easy to gauge a film’s success through its box office takings and awards, and the same applies to the model designed for professionals. Whether through productivity KPIs, NPS, satisfaction indicators or employee experience metrics.

For everything to work, the director (managers), the executive producer (the Chief Experience Officer, a newly created role that will become increasingly important in the coming years) and the actors (professionals) must work in alignment, each playing their part to create an exceptional film. Taking stakeholders into account in a change management process is essential to ensuring success with the new model.