In the course of the pandemic, working from house was the order of the day at Ericsson. However as staff began to return, it was determined two years in the past to have a 50 p.c attendance within the workplace — a coverage that was by no means actually adopted up, in keeping with Jessica Nygren, vice chairman of the Swedish Affiliation of Graduate Engineers’ native department at Ericsson.
Now the corporate desires to see extra folks within the workplace, and on the finish of the summer season it introduced a brand new coverage: 60 p.c attendance.
The corporate’s press officer Ralf Bagner described it as “a minor adjustment within the pointers to extend readability.”
“Right this moment, Ericsson has a hybrid guideline primarily based on the truth that we imagine within the human encounter. We additionally imagine that there ought to be a function to the place a person or crew chooses to work. This leads to an office-first mindset amongst managers and staff,” he mentioned through e mail.
Jessica Nygren describes the change very in a different way.
“The choice got here very abruptly, with out warning, which meant that many managers took it straight at their phrase. Daily we see horror examples the place managers state that staff ought to are available three days every week, full days. However it’s said within the coverage that it’s about 60 p.c of the working time over a yr, which makes a fairly large distinction. To comply with it to the letter strangles flexibility,” she mentioned.
Guidelines with out purpose
Bagner wrote, “Ericsson’s hybrid guideline has at all times given each supervisor, worker and crew the chance to work in dialogue on how and the place they work finest and that everybody understands the significance and advantages of assembly, from a person and crew perspective, and from a social and cultural perspective.”
However this isn’t what it seems to be like in follow, in keeping with the union.
“We additionally imagine that the corporate wants a larger presence within the workplace — builders must brainstorm to seek out new merchandise going ahead — however no motive has been introduced for us to make use of this specific mannequin.
Because it seems to be now, many are in a bind in keeping with Jessica Nygren. A few of the staff come from different places the place Ericsson has beforehand had operations which have downsized or disappeared. They’ve then been provided a place in Kista however have remained in Örebro or Gävle. Now they’re abruptly required to commute 5, six hours a day, three days every week.
And after they arrive, the workplace could also be full already.
“Should you’ve been commuting for a number of hours, you need an satisfactory office: We’re alleged to be inside 60 p.c of the time, however there are solely seats for 50 p.c of the employees, so it’s important to puzzle. In some locations there may be a whole lot of area left, in others not. Yesterday, for instance, two of my colleagues sat in the bathroom and took conferences as a result of there was no room. Others exit and get within the automobile,” she says.
Not opposed
On the similar time, Jessica Nygren emphasizes that the union will not be in opposition to extra folks coming into the workplace, however that it’s a course of that ought to be allowed to take a while and be higher tailored to completely different people.
“If we had been instructed that they needed to extend the presence within the places of work, we’d have given the thumbs up. However then maybe they need to have introduced that it might be launched after the flip of the yr and that they took in suggestions within the meantime. Are there parking areas? What’s commuting? How can we entice folks — as an alternative of with “push” as as we speak, it might be higher with “pull”.
Managers also needs to keep away from having a harsh coverage imposed on them and be capable to determine what works of their specific work group, in keeping with Jessica Nygren — somebody could must be within the workplace for greater than three days whereas another person can work extra from house.
From the union’s aspect, nevertheless, they assume they’ve dialogue with CEO Börje Ekholm, who has clarified in his weekly newsletters that “one measurement” doesn’t match all.
“Now the corporate administration simply has to get the opposite managers to grasp it — because it seems to be now, the staff don’t really feel secure and they don’t really feel welcome within the workplace in circumstances the place they’re squeezed by the brand new coverage,” says Jessica Nygren.