Anonymous wrote:No way to motivate staff in this situation unless the pay is great and you treat them well even though the rules are the rules. Staff isn’t going to be very productive, sounds more like a test of will than anything.

WFH and motivation are two different things.

I want to motivate people to want to come to work. I went route of being nice and got side eye comment from CEO about pretty sad only thing that motivates staff is not coming to work.

So no allowing more remote not the answer.

I know company is pushing taking new hires to lunch, taking team to lunch at a restaurant on birthdays paid for and on company time, nationals baseball game in summer whole family paid for, fancy Xmas party paid for with spouse, summer BBQ party in person during day during work hours, ability to attend conferences, in person training during work hours, travel to other company locations paid for, paid tuition and paid certifications, promoting from within.

You notice all geared towards in person. All geared towards career progression. All geared towards family friendly activities. I am even planning team building exercise coming up.

None is required. Some do little or none but most do it.

I would not be surprised if we ended remote next year all new hires. The new hires here you can WFH and they live to far away or simply don’t want to come to office and take job anyhow.

Our few positions advertised as in person only zero remote are harder to fill but get people who live much closer to office happy to get out of house every day who don’t want to work from home.

Divorced men and women grown kids, single people, men with SAH wives, older people near retirement, young people who live at home take the no remote jobs.

No way to motivate staff in this situation unless the pay is great and you treat them well even though the rules are the rules. Staff isn’t going to be very productive, sounds more like a test of will than anything.

Anonymous wrote: I would introduce WFH tests during that 90 day period.

For example, say that the first 2 weeks are mandatory in person so that the absolute fundamentals can be established. Then set a very basic task for that industry and say that it can be done WFH but it must be submitted to a high standard by say 9am the following day. Those that fail then must come in person for longer and those that succeed can be given a harder WFH task next and then eventually WFH the same amount as your established staff.

Let them prove themselves to be capable of more independence.

OP I have zero say in changing rules. They have no laptop and no way to access system remotely and if they don’t show up in person will be docked pay in first 90 days.

To be honest all new hires face same challenge we have a ton of systems, log ons and queries and specific rules and quirks to company.

But once past 90 days when you have tribe of people you know and understand systems you can start to do it. Of course unless your staff quits then you get stuck training them 90 days.

There is also fact if you have staff working for you we do one day a week in office. I was nice to my supervisor I hired and coded her staff in HR system reporting to me for approving leave and doing reviews, if she wants them in her name she is at one day a week at home. I can click a button change her to one day a week

I would introduce WFH tests during that 90 day period.

For example, say that the first 2 weeks are mandatory in person so that the absolute fundamentals can be established. Then set a very basic task for that industry and say that it can be done WFH but it must be submitted to a high standard by say 9am the following day. Those that fail then must come in person for longer and those that succeed can be given a harder WFH task next and then eventually WFH the same amount as your established staff.

Let them prove themselves to be capable of more independence.