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Taking Attendance… at the Office?

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TAKING ATTENDANCE… AT THE OFFICE?

Eight in ten companies plan to monitor employees’ office attendance this year,
with consequences for flouters. But leaders face risks too.


Home
 1. Insights
 2. This Week In Leadership

FOR MORE EXPERT INSIGHTS

Dennis Deans

Global Human Resources Business Partner

Flo Falayi

Associate Client Partner, Leadership Development, Executive Coaching, Diversity,
Equity & Inclusion

Mark Royal, Ph.D.

Senior Client Partner, North America

Peter McDermott

Senior Client Partner, Global Corporate Affairs and Investor Relations

Over the last few months, Marty thought he had found a workaround for his
company’s return-to-office policy. He would badge in on Tuesdays and Wednesdays,
when his manager wanted people in the office, stay a few hours, then duck out
before lunch. Not until he was fired did he realize that his company had
installed sensors under the desks and was cross-referencing that data with badge
swipes to see who was really in the office—and who was gaming the system.

In what appears to be something of a New Year’s resolution, employers are amping
up their enforcement of return-to-office policies. According to a study
conducted at the end of last year, eight in 10 companies plan to track office
attendance in 2024 via badge swipes, desk-occupancy sensors, keystroke logs, and
even old-fashioned manual record-keeping. And many managers’ tolerant attitude
toward in-office days for hybrid workers also appears to be at an end—95% of
companies tracking attendance say that violators of in-office policies will face
consequences, including reduced bonuses, salary freezes, and even firings.

Experts cite the valid reasons for tracking office attendance, above and beyond
policy violations—for instance, identifying the best geographical footprint or
conducting a cost analysis of benefits in certain locations, says Dennis Deans,
vice president of global human resources at Korn Ferry. “It doesn’t have to be a
‘gotcha’ situation,” he says. “It all depends on what companies are doing with
the data and how transparent they are with employees.”

But employees are likely to resist the increased surveillance and enforcement,
says Flo Falayi, associate client partner for leadership development and DEI at
Korn Ferry. “There’s certain to be significant pushback,” he says. The big
picture: This could be the year when long-simmering tension comes to a head
between leaders who adamantly believe in the virtues of office culture and
employees who value flexibility and control over their schedules.

On the one hand, leaders may feel emboldened by the tightening labor market and
pressure to grow profits amid a sluggish economy. On the other, bosses who take
a hard line on office mandates could negatively impact talent recruitment and
retention. “There are clear risks for companies to navigate,” says Mark Royal, a
senior client partner with Korn Ferry Advisory who specializes in employee
engagement. Royal says monitoring and enforcement could backfire in the absence
of efforts to reinforce the benefits of in-office attendance, such as
development opportunities and exposure to senior leaders. According to the
attendance-tracking study, employers plan to incentivize in-office attendance in
numerous ways, from happy hours and catered meals to raises and childcare
benefits.

Inconsistent implementation is one of the biggest concerns employees have about
return-to-office policies. It’s not uncommon for employees to be in the office
while their managers or colleagues at similar levels on other teams are not.
“Monitoring can increase engagement by applying the same standards of
accountability and fairness to everyone,” Royal says.

To be sure, monitoring and enforcement of office attendance is needed not only
for employees, but also for managers and corporate leaders. “The majority of
employees are listening,” notes Peter McDermott, senior client partner in the
Corporate Affairs Center of Expertise at Korn Ferry, “but they are disillusioned
by the fact that in many cases the leadership team isn’t there.” For many
employees, that fact undermines the argument that office attendance builds
culture or promotes development. “If there’s no reason for monitoring and
enforcing office attendance beyond the fact that the leader wants them there,
that’s not going to cut it,” says McDermott. 

 

Learn more about Korn Ferry’s Organization Strategy capabilities.

Read more This Week in Leadership articles

 

RELATED ARTICLES

 * This Week in Leadership (Jan 8 - Jan 14)
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