Good point and 10% is low. Let’s say you are in Bay Area and 1 hour commute each way - so 2 hours a day.
Even if you put in 10 hours at the office it’s still 20% lost time in the commute. 20% is a lot of your “working time” to be non-productive. And that is not quality time - that is stressful time that leads to burn out over time.
A RTO concept should factor this in. RTO for many people means working more and the employer getting less of your brains best output. It is a loss/loss. Why would either side of the equation wants this?
My team is fully WFH - 700 people globally - and the only time anyone is required to come into the office is when a job task can not be done remotely.
We’ve also reduced our office footprint 70% in the process; with the savings going to a WFH monthly stipend. We also arrange two social events a month to keep the in person connections alive; with numerous smaller groups having TGIF’s or other sorts of activity clubs.
Regus membership has given all the WFH folks a place to grab an office if they need to get out of the house for whatever reason.
To get over the “are my employees slacking off?” We’ve put in a simple peer review system that is working well:
1) If you are assembling a team for a very challenging and demanding project who are your top 5 choices?
2) If you could give out a spot bonus who would you give it to and why?
3) Is there anyone you feel should be reduced from your team and why (optional)?
This was bumpy as hell to get rolling but now working well. And yes, Q2 does drive quarterly spot bonuses based on responses.
Even if you put in 10 hours at the office it’s still 20% lost time in the commute. 20% is a lot of your “working time” to be non-productive. And that is not quality time - that is stressful time that leads to burn out over time.
A RTO concept should factor this in. RTO for many people means working more and the employer getting less of your brains best output. It is a loss/loss. Why would either side of the equation wants this?
My team is fully WFH - 700 people globally - and the only time anyone is required to come into the office is when a job task can not be done remotely.
We’ve also reduced our office footprint 70% in the process; with the savings going to a WFH monthly stipend. We also arrange two social events a month to keep the in person connections alive; with numerous smaller groups having TGIF’s or other sorts of activity clubs.
Regus membership has given all the WFH folks a place to grab an office if they need to get out of the house for whatever reason.
To get over the “are my employees slacking off?” We’ve put in a simple peer review system that is working well:
1) If you are assembling a team for a very challenging and demanding project who are your top 5 choices?
2) If you could give out a spot bonus who would you give it to and why?
3) Is there anyone you feel should be reduced from your team and why (optional)?
This was bumpy as hell to get rolling but now working well. And yes, Q2 does drive quarterly spot bonuses based on responses.