{"id":1299,"date":"2021-06-09T14:54:44","date_gmt":"2021-06-09T19:54:44","guid":{"rendered":"http:\/\/capertongillett.com\/blog\/?p=1299"},"modified":"2024-11-27T02:18:26","modified_gmt":"2024-11-27T08:18:26","slug":"what-of-you-didnt-go-back-full-time-part-1","status":"publish","type":"post","link":"https:\/\/capertongillett.com\/blog\/what-of-you-didnt-go-back-full-time-part-1\/","title":{"rendered":"Agency going back to the office full time? What if you, like, didn\u2019t? (Part 1 of 2)"},"content":{"rendered":"
\n
\"A
Just can’t function without the vibrancy of agency life.<\/figcaption><\/figure>\n<\/div>\n\n\n

This is, admittedly, a pretty boring post, and unfortunately, it\u2019s going to be followed by another pretty boring post, but I promise the post after that will be fun and you\u2019ll get a special reward at the end of this whole thing.<\/p>\n\n\n\n

The reason I\u2019m hitting you with not just one but two consecutive boring posts is that this is an important topic, and some important topics just aren\u2019t all that fun.<\/p>\n\n\n\n

Diving right into the boring: Agencies returning, or not returning, or partially returning, to the office.<\/a> As more and more people in the U.S. are getting vaccinated, agencies are talking more and more about moving from the fully remote setup of the past year to one that\u2019s more office-centric. Many agencies were aiming for a late-May return and have shifted more toward summer or even fall because, well, reality. The country isn\u2019t quite as prepared for in-person contact en masse as had been predicted, and agencies are finding that return plans are sometimes more complex than originally anticipated.<\/p>\n\n\n\n

Some companies \u2014 major ones \u2014 already plan to go back to the office.<\/a> Some already plan to remain virtual, or go hybrid. Some agencies are sending out surveys to employees to see what they think about the whole thing, which is a great idea. You might should try that, if you aren\u2019t already. And while you\u2019re surveying your employees, it\u2019s a great time to ask yourself some questions about management-level decisions that will have a strong impact on your agency\u2019s next steps<\/p>\n\n\n\n

Who\u2019s been struggling since we went remote, and who\u2019s actually been thriving?<\/h2>\n\n\n\n

A lot of people struggled to adapt when agencies went full-remote, and while they managed to make it work, they\u2019ve been counting the days until they can get back to their old way of working<\/a>. For them, in-person interactions, both professional and social, are essential to agency life. A lot of other people, however, have discovered that working from home is The Best Thing Ever, and that their productivity, job satisfaction, and mental health have actually improved over the past year. A Pew Research study<\/a> shows that 54 percent of workers in the U.S. want to stay remote after the pandemic ends, and another third would like to stay at least partially remote.<\/p>\n\n\n\n

What if a parent has been able to better focus on work because they can also spend more time with their kids and not worry about being one of those movie parents who never makes it to the Little League game? What if a neurodivergent employee is more productive, more focused, and vastly happier without the bustle, noise, and not-always-necessary social interaction that comes with agency office life? (Not that I have personal experience with that or anything.) What if an employee who doesn\u2019t even have any particular needs in that department has just found that working from home works better for them?<\/p>\n\n\n\n

How ya gonna keep your introverted\/neurodivergent\/family-having employees down on the farm after they\u2019ve seen remote work?<\/p>\n\n\n\n

A return to mandatory, full-time, in-person attendance can do a lot for your employees who\u2019ve been craving personal interaction. It also has the potential to do a lot of harm to those employees who\u2019ve been thriving at home. It can even send a message that management doesn\u2019t care about their well-being, which is a message you absolutely don\u2019t want to send.<\/p>\n\n\n\n

Why do I really want to come back to the office so much? I mean, really?<\/h2>\n\n\n
\n
\"A
Get it? Remote? Control? God, I’m good.<\/figcaption><\/figure>\n<\/div>\n\n\n

Be honest.<\/p>\n\n\n\n

No, seriously, be honest. With yourself. It might sting a little.<\/p>\n\n\n\n

Why is it so important for you to have all your employees back in the office?<\/p>\n\n\n\n

Is it possible (and I\u2019m not saying anything here, just throwing it out there) you really want to be able to see everyone at their desk and on task? Is it possible that you see staying constantly on task as an essential part of an employee\u2019s job, just as much as productivity and quality of work? Could it be that maybe, despite the productivity you\u2019ve been seeing during the past year, you\u2019re still itching to get back to the way it was?<\/p>\n\n\n\n

Here\u2019s the thing: You\u2019ll be okay. If everyone has managed to stay on task and productive while working remote, there\u2019s no reason they\u2019ll stop doing that just because some of them are no longer remote. And if everyone hasn\u2019t managed to stay on task and productive, you\u2019ve got a bigger problem than making sure butts are in seats.<\/p>\n\n\n\n

Now, it could be something else entirely. I don\u2019t know your life. But this is a great opportunity to show your employees how much you trust them. And for employees, knowing management trusts them is a huge boost for morale, confidence, and an overall sense of unity.<\/p>\n\n\n\n

(Besides, come on: We all know that, like, 60 percent of the advertising creative process is dicking off and chit-chatting about unrelated things and such. Let\u2019s not kid ourselves that everyone is always on task when they\u2019re in the office.)<\/p>\n\n\n\n

What is everyone else doing?<\/h2>\n\n\n\n

This isn\u2019t a peer-pressure thing or a following-the-crowd thing. This is a thing about whether your competitors are offering a more accommodating work environment for their employees than you are. It\u2019s really, really easy to change jobs in a remote environment \u2014 you don\u2019t even have to transfer your succulents from one cubicle to another. If another agency has an opening, and all your employee would have to do is drop their laptop off at your front desk and update their LinkedIn, you could lose a valuable member of your team (and your competitor would gain one).<\/p>\n\n\n\n

Many agencies \u2014 even some of the bigs \u2014 are considering delaying a return to the office or providing a hybrid option. Non-agencies Google and Twitter famously have allowed their employees to stay remote indefinitely. And said one unnamed copywriter in the Digiday article<\/a>, \u201cIt makes me consider moving there. If I\u2019m going to one day jump in-house, I\u2019d for sure consider a company like Twitter or Google that\u2019s flexible and built to withstand this long-term.\u201d<\/p>\n\n\n\n

Are you gonna just sit back and let other agencies snake your employees like that?<\/p>\n\n\n\n

You do you.<\/h2>\n\n\n\n

And when I say \u201cyou do you,\u201d of course I mean \u201cdo what I\u2019m clearly advising you to do here.\u201d But what I\u2019m advising you to do is to take into consideration your agency\u2019s needs \u2014 its actual<\/em> needs, not just the needs you\u2019ve been thinking it has \u2014 and use this opportunity to innovate, to serve your employees in a way you\u2019d never thought to serve them before.<\/p>\n\n\n\n

One of the most relevant contributions to the conversation might be one from Simon Fenwick, EVP of talent, equity, and inclusion for the 4A\u2019s: \u201cMost agencies are taking a very cautious approach to returning to the workplace \u2014 they\u2019re saying a return to workplace, not a return to work, because obviously we\u2019re all still working.\u201d Studio We Are Royale<\/a> is considering only re-opening for employees whose jobs have been hampered by remote access to their servers. It doesn\u2019t have to be all one or the other \u2014 you can, and should, customize your post-pandemic work plan taking advantage of every option available.<\/p>\n\n\n\n

Now: I\u2019m confident that I\u2019ve convinced you to choose a nice, customized hybrid plan for your post-pandemic operations. I\u2019m proud of you. Next week, check back for more questions you can ask yourself about how you can make those newfangled operations work for you, your employees, and your agency as a whole. And there might just be a special surprise at the end.<\/p>\n","protected":false},"excerpt":{"rendered":"

This is, admittedly, a pretty boring post, and unfortunately, it\u2019s going to be followed by another pretty boring post, but I promise the post after that will be fun and …<\/p>\n","protected":false},"author":1,"featured_media":2752,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[12,23,78],"class_list":["post-1299","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-the-biz","tag-agency-life","tag-covid-19","tag-working-remote"],"yoast_head":"\nAgency going back to the office full time? What if you, like, didn\u2019t? 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