These are just a few of the reasons James Rogers, 26, loves managing their team from the office, instead of the kitchen table. The firm started giving employees the option to return to the office part-time in April. Despite numerous global surveys indicating remote working has been a positive experience for a significant portion of employees, and that many though not all want it to continue , plenty of bosses disagree. All this is fuelling debates about why exactly bosses are turning their backs on remote setups faster than many experts predicted, what it means for the future of remote work and how it will impact on employees who want to cling to their pandemic working routines.
I believe we can be a stronger workforce when based in the office full time" — James Rogers Credit: Courtesy of James Rogers. Although the uptick in home working during Covid proved that employees could be productive outside the office, human resources experts point out that many managers experienced a loss of control compared to pre-pandemic times.
Reversing remote-working policies and promoting a back-to-the-office mentality may, at least in part, be down to a keenness to regain some control.
But he warns this is often happening without them looking closely at individual or company-wide performance during their home-working phase, or having a strategy for how this will impact on employee experience. It depends on your specific situation.
Generally, the Code requires the employer to work with you the employee to find modified work within your current place of employment. The right to be accommodated and the duties of the employer and union are now well-established in law.
Dignity: People must be accommodated in a way that most respects their dignity, including their privacy, confidentiality, comfort and autonomy. There is no one-size-fits all solution. Undue hardship means that the cost of accommodation accurately assessed and proven must be high enough that it would significantly interfere with ability of your employer, landlord or service provider to operate its business. There are only three factors set out in the Code that are taken into consideration when determining undue hardship:.
You will have to cooperate with the employer by providing timely medical information relating to your absence, possible return to work and any accommodation that you are requesting, based on an opinion of a medical professional. Every case is different.
Although language is not specifically identified in the Human Rights Code , a requirement that you not speak in your first language in the workplace may infringe your rights under the Code. The Tribunal has found that not letting someone speak their language can be an indicator of discrimination based, for example, race, ethnicity or place of origin. The Occupational Health and Safety Act has regulations related to workplace violence and harassment.
There are many work-related problems that are not related to the Human Rights Code. The differential treatment that an employee has received must be related to one or more of the grounds of discrimination found in the Code. There must be a connection or link between the treatment and the Code ground. For instance, if an employee has a disability and the boss is rude but is also rude to everyone else in the workplace, the rudeness may not be seen to be connected to the employee's disability.
This is because the employee with a disability is not receiving differential treatment and the employee may not be able to prove a human rights claim. You cannot be fired or demoted because you are or may become pregnant. Further research shows that being treated with respect is more important to most employees than recognition, appreciation, receiving feedback, and even learning and development opportunities.
In a global study, respected employees reported:. Clearly, being respected, as opposed to ignored, has a long-term impact on us and our careers. There may be times when you get less attention and face time with your boss for reasons that have little to do with you or their relationship with you. It is easy to infer harmful intent about why your boss may be acting this way when, in fact, it may have nothing to do with you. Maybe they have limited time and want to get done with things quickly.
They seem a little disengaged. In your next one-on-one, bring it up and ask. What would you suggest I do to get better at it? There are times when the best approach is the direct approach. So hold to your values and integrity and proactively talk to your boss about their behavior towards you. Stepping into a conversation with someone who you report to takes courage.
Your boss has positional power. This is the decision-making power and authority they derive from where they sit in the organizational hierarchy. You will want to draw on your inner reserves of strength to have this conversation.
When power is more equally distributed such that everyone feels comfortable to speak up and share ideas, it is easier to challenge assumptions, act collaboratively, and make more informed and considered decisions.
Employee motivation directly affects productivity and profitability. When employees are not motivated, their work suffers. Bosses should find out what employees value and offer those incentives as motivation. Managers should not depend solely on monetary incentives. Bosses must listen to the concerns of their employees. When managers fail to listen, employees start to feel as though their opinions and concerns are not important to the organization. Listening to employees improves communication and builds trust.
Employers should pay fair wages. A company that underpays its employees may suffer from low employee morale and high employee turnover. Although money is not the only factor considered in employee satisfaction, it plays a role in how workers feel about their jobs. Bosses should reward their employees when a job is well done.
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