Former and current Google employees share their stories of being told to take medical leave or seek mental health counseling after complaining about gender or racial discrimination to HR. Laura Morgan Roberts, professor at University of Virginia's Darden School of Business, says, "The broader pattern of HR not being supportive, continuing to make the person who was discriminated against the problem in some way rather than the discrimination and the perpetrator of the discrimination as the problem -- those are patterns that we have seen in our research."

US companies sent employees home about a year ago as the pandemic took hold, but now as vaccines roll out and case counts start to sink, these organizations must prepare to pivot again as they consider when -- and how -- to recall staff to the office. Companies planning for an office-based workplace should weigh whether they really need staff at their desks every day, consider flexible work arrangements and have open, honest conversations with employees.

Improve your communication skills by being clear, curious instead of judgmental and consistent with both words and actions, writes Anne Lackey, co-founder of HireSmart Virtual Employees. Admit mistakes, be transparent and foster trust by keeping confidences, Lackey advises.

Some companies are rebranding "sick days" as "wellness days" and encouraging employees to use these days to recharge and refresh, especially during the pandemic when vacation days went unused. "Sick days have a negative connotation," writes Sourov De, whose company added wellness days to its HR system. "With everyone trying to look like a strong member of the team, taking a sick day can feel like a sign of weakness."

Get your employer-employee relationship off to the right start with an onboarding experience that reflects company culture, educates workers about customers, and fosters a connection with your brand and other employees, advises Denise Lee Yohn. "[E]xplain your organization's purpose and core values, share important stories from your company's past, and convey cultural norms and anecdotes that demonstrate your culture," Yohn recommends.

I miss the office. I enjoy working from home (and while I raised my kids, it was a necessity), but I miss the quiet buzz of folks at work, grabbing lunch -- and laughing -- with my copy chief, and looking over my graphic designer’s shoulder as he chooses images for a white paper.

As we look at the reopening of offices and return of employees in today’s Recruitment and Retention story, I’d like to add one thought to those cited by the experts: One size does not fit all. Don’t force it. Some folks need to be in an office. Others need a hybrid approach. And some thrive in the rhythm of their home offices.

Let’s make productivity and work quality -- not uniformity -- the goal. Whatever path it takes to get there, let’s give it a shot. Let’s at least be willing to consider the options before shutting them down.

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