Across the UK, a number of high-profile companies, such as Boots, Barclays, JD Sports, ASOS, and Manchester United, have stirred the post-pandemic work environment by mandating returns to the office. They argue this move is key to enhancing collaboration, strengthening company culture and boosting operational effectiveness.
A return to the status quo?
For instance, JD Sports has rolled out a return-to-office policy which aims to foster fairness and enhance collaborative efforts among its staff. Manchester United has cited a desire to boost productivity as the central theme for phasing out remote working which have been in place since the pandemic. These decisions increasingly reflect a broader desire among some firms to recapture the pre-pandemic vibrancy of office life.
However, employee reactions to these changes have been mixed, sparking ongoing discussions about future workspace norms and how they reconcile with contemporary expectations of work-life balance. For example, Boots advocates for the office environment as crucial factor for maintaining team dynamics and facilitating effective, hands-on training that’s challenging to achieve remotely. Similarly, Barclays has expressed concerns that their workplace has become disconnected and the business hasn’t benefitted from the impromptu ideas and teamwork that they feel better flourish in a communal physical space.
How to adopt a fully remote model
Yet, these moves towards traditional office setups pose significant questions about flexibility, autonomy, and evolving worker expectations. They highlight the pressing need for companies to strike a careful balance between operational requirements and employee preferences.
Unlike these companies, at Jamieson Law, we’ve embraced a fully remote model and have seen how effective it can be when managed correctly. Our approach includes three weekly team calls, access to a shared digital workspace, active WhatsApp group chats, and bi-annual in-person team events. This setup not only keeps us connected but also vibrant and engaged with our work.
We’ve found that flexibility doesn’t have to compromise on productivity. In the legal sector, a fully remote model is unusual and there’s no doubt that it takes time and conscious effort to find the mix that works. Over the last 5 years, we’ve successfully built an environment of trust and empowerment, one whereby the team is encouraged to take on the jointly owned responsibility and accountability of making this model work for everyone.
Finding the right model for you can take time, speaking to your team and seeking their input, being clear on your organisational goals and ensuring these align to your values will help you to discover which workers structure is right for you.
Finding the right answer for you
At Jamieson Law, we’re committed to helping businesses ask these big questions, aligning your employment contracts, policies and staff handbook into easily understood organisational document. Whether you’re considering a shift in your working model or need advice on managing remote teams effectively, we provide tailored guidance that respects both legal frameworks and human elements of business operations.
We can help you explore how your business can benefit from a well-thought-out approach to workplace flexibility that prioritises employee well-being and drives business success.
Get in touch with the Jamieson Law today for a free 15min consultation.
