In recent weeks, there has been a wave of companies calling their corporate workers back into the office. General Mills, Dell, and Wendy’s corporate offices are just a few organizations making the change.
Wendy’s, for example, is requiring corporate employees to work out of the office at least four days a week starting in May. A spokesperson from Wendy’s stated, "We believe that this shift will enhance culture, employee engagement, and personal development, while maintaining flexibility to support employee well-being."
While some employees fully embrace the structure and social interaction of in-office work, others feel frustrated by the shift away from remote flexibility. The return-to-office (RTO) debate highlights a critical challenge for organizations: how to maintain productivity and morale while fostering a positive workplace culture. It's a challenge, without a doubt, but it's not impossible.
How DISC Can Support a Smooth Transition
One of the biggest factors in a successful return-to-office policy is understanding the behavioral styles of your employees and how they adapt to change. The DISC personality assessment provides valuable insights into individual work preferences, communication styles, and motivators, helping managers navigate this transition more effectively.
Enhancing Workplace Culture
Employees with high Influence (I) or Steadiness (S) traits are more likely to value in-person collaboration, while those with Dominance (D) and Conscientiousness (C) styles might prioritize efficiency and structure. A DISC-informed approach helps leaders create an environment where all styles feel engaged and valued.
Boosting Employee Engagement
When employees feel heard and understood, they become more open to change and may even embrace it. Managers can use DISC insights to tailor communication, ensuring employees feel supported during the transition. For example, those with a high D style may appreciate a direct, results-driven explanation for the change, while S type personalities may need more reassurance and a gradual adjustment.
Supporting Personal and Professional Development
A return-to-office strategy should also focus on individual growth. By leveraging DISC, organizations can create mentorship programs, team-building initiatives, and career development plans that align with employees' unique strengths and goals.
Making the Return-to-Office Work for Everyone
As companies navigate back-to-work mandates, a one-size-fits-all approach won’t be effective. By integrating DISC into their strategy, leaders can foster a culture of understanding, communication, and motivation, helping to ensure that both the business and its people thrive.
