In a bid to encourage employees to return to the office, a leading financial technology company in Australia, Stake, has rolled out a unique incentive program offering additional leave days to staff who report to work on-site. This move comes as organisations across various sectors intensify efforts to bring employees back to physical workplaces amidst the post-pandemic transition.
As reported by ABC News, Stake’s initiative has garnered attention, particularly as it marks a departure from the prevalent trend of remote or flexible work arrangements adopted during the pandemic. Under this new policy, employees who choose to work from the office are rewarded with an extra seven days of annual leave per year.
Aline Van Koninckxloo, Stake’s global head of people, explained that the decision to introduce this policy stemmed from the realisation that the organisation’s initial flexible work policy, crafted in response to the pandemic, failed to foster the desired level of collaboration among employees.
“People were coming to the office, but on different days and it didn’t enhance any collaboration,” Koninckxloo told ABC News.
By incentivising on-site work, Stake aims to recreate the pre-pandemic office environment while providing employees with additional time for personal pursuits.
People were coming to the office, but on different days and it didn’t enhance any collaboration
In a similar effort to lure employees back to physical workplaces, cryptocurrency firm Swyftx has introduced enticing perks for its staff, as reported by ABC News. These perks include an in-house barista, free catered lunches, kombucha on tap, weekly tennis lessons, and access to a virtual golf course.
Danielle Arrebola, Swyftx’s talent acquisition manager, emphasised that these perks were designed with employees’ preferences in mind, aiming to provide them with the routine and comfort they crave in an office setting.
The initiatives undertaken by Stake and Swyftx highlight the ongoing debate surrounding workplace flexibility and organisational needs. Catherine Kennedy, managing director of people2people Recruitment, stressed the importance of finding a middle ground that accommodates both parties’ requirements.
Kennedy emphasised the challenge faced by HR leaders in striking a balance between business needs and employees’ desire for flexibility. She underscored the necessity for mutual understanding and agreement in crafting workplace policies that meet the needs of both employees and employers.
As organisations navigate the evolving landscape of work arrangements, initiatives like those introduced by Stake and Swyftx serve as notable examples of innovative approaches to address the complexities of the post-pandemic workplace.
