Ever since the end of the COVID pandemic, companies have been transitioning away from remote work and gradually bringing their employees back to the office. However, in recent months, this trend has accelerated, with several large corporations making significant announcements.

Last year, Nationwide announced an end to 100% work-from-home for most employees. Effective in March, employees within 35 miles of the Columbus campus must work in the office at least two days per week. Wendy’s recently announced that employees must return to the office at least four days a week starting in May.

JP Morgan Chase and AEP have also announced a full return to the office five days a week, starting in March and June, respectively. This week, Ohio Governor Mike DeWine signed an executive order mandating all state employees back in office full time (no later than March 17, 2025). At the federal level, the Trump administration issued an executive order instructing all department heads to bring federal workers back to the office full-time as soon as possible.

Several factors are driving this shift, including:

• Workplace culture, including collaboration, mentorship, and innovation
• Easier management of attendance and worker productivity
• Cybersecurity risks
• Civic engagement, helping to boost economic activity related to commercial real estate, employee tax collections, and small businesses reliant on foot traffic
• Loss of corporate tax incentives associated with the employee tax base
• Expense management through voluntary attrition

JPMorgan CEO Jamie Dimon has been a strong advocate for in-office work, stating, “We think it’s the best way to run a company. Being in the office fosters better learning, innovation, and culture.” AEP spokesperson Tammy Ridout echoed this sentiment, saying, “We believe that face-to-face, in-person interactions and working together have real benefits as we deliver solutions to power the nation’s growth.”

According to a recent KPMG study, 60% of CEOs expect all employees to be back in the office by 2026.

Considerations for Agency Leaders

Before making a decision on workplace policies, agency leaders should consider several factors:

Talent Acquisition & Retention:
Can you find and retain the talent needed to run and grow your agency? Many agencies have found success with remote work policies, such as hybrid work for current staff, hiring experienced commercial talent out of state, retaining employees whose families relocate, or utilizing overseas virtual assistants through companies like OIA’s partner, Cover Desk. Will requiring a return to the office put key employees at risk of leaving?

Cultural Fit:
What policy aligns best with your agency’s culture, leadership, and employees? Some agencies thrive with a 100% in-office work requirement and have little trouble attracting and retaining talent. Others succeed with hybrid schedules or offer flexibility within defined parameters.

Competitive Landscape:
While many companies are bringing employees back, others are not. Could your agency gain a competitive talent advantage by offering remote options? For example, Progressive has operated a remote service center for several years, with no indication of bringing staff back in person. Many national, regional, and local agencies continue to hire remote staff.

Key Tips for Implementing Workplace Changes

Regardless of your agency’s direction, consider these best practices:

1. Establish a Clear & Documented Policy

• Ensure your policy is clearly communicated and consistently enforced.
• Update your employee handbook and require employees to acknowledge the new policy.
• If allowing remote work, have each employee sign a remote work agreement that clarifies expectations.

2. Develop a Strong Change Management Plan

• Clearly communicate the reasons for the change and its benefits.
• Allow a transition period for employees to adjust personal schedules.
• Be patient with staff as they express frustration or concerns.

3. Maintain Schedule Flexibility

• A return to the office doesn’t mean eliminating all flexibility.
• Consider adjustable start and end times, lunch breaks, and accommodations for medical appointments, school meetings, and family activities.

4. Invest in Office Culture

• Improve the office environment with updated décor and equipment.
• Plan office celebrations, team activities, and staff recognition efforts to foster a positive atmosphere.

If you need sample policies or remote work agreements, visit OIA’s Resource Center or contact Brian Lawrence, Director of HR Solutions.

About the Author

Brian Lawrence is the Director of HR Solutions for Ohio Insurance Agents. He is responsible for providing HR support and resources for the membership. His HR career spans 25 years across Insurance, Financial Services, Healthcare, and Association Management.

Much of his experience includes 20 years at Nationwide, where he spent seven years as an HR Director/HR Business Partner providing strategic support to executive leadership teams across P&C, Commercial and Non-Standard Customer Service Operations, Life Insurance and Annuity Operations, & Nationwide Pet Insurance.