The New Workforce: Learning From Instant Transformation

Today's workforce is adapting to manage both the return to public interaction and the virtual world we've come to know over the past two years. In March 2020, the World Health Organization (WHO) declared Covid-19 a pandemic, creating overnight chaos that infiltrated the business world to adapt to creating a virtual world for products and services. Despite those interrupted efforts and eleventh-hour innovations, many continue to survive serving consumers. As the global epidemic reaches the endpoint, businesses and their employees must reevaluate their business practices and work atmosphere. 

For over two years, most employees became instant remote workers. For many, a dream had come true. People have often requested flexibility in their work schedule, and with digital transformation, more thought it was possible to do their jobs remotely. Though not always ideal, the question which had companies disapproved of the validity of a remote workplace now had data showing its ability. In February of 2022, the Pew Research Center looked at people who noted their work could fully occur from home, including the benefits and concerns, and measured the value individuals saw in having an opinion in their work schedule. 

Fast forward to 2022, and many companies have begun to recall workers to the office, creating a problematic situation. Employees want to continue working remotely, and employers feel production occurs best with people in the office. While some companies have pushed a strict return-to-office policy, the result has been disgruntled employees who often resign, some with a planned work/career change thought out, while others choose an immediate departure to move on to seek other opportunities. This impact of more unexpected job openings while also trying to focus on getting back on track needs to be revised. The workforce perspective can also affect its brand as a company for prospective workers seeking a job. 

What employees want

Now, after adjusting to working from home, the challenge becomes asking employees to change their schedules again. And this asks employees to reassess their lifestyle. Currently, employees are assessing what is essential to their happiness level in their career and life, looking to the many advantages remote work offers to balance their life. Some of the factors noted include:

Flexibility

Workers found a feeling of accomplishment with productivity increasing due to fewer interruptions. Managing a better work/life balance, handling personal appointments and commitments, and maintaining a flexible schedule makes for a better employee. Employees could also explore working for companies across the globe or changing career paths without needing to relocate. Suddenly, the world became accessible with choices to provide a balance between work and life.

Cost saving

It became fiscally efficient when individuals learned that their day-to-day costs, such as commuting, daily meals, clothing, and daycare, were minimized. The ability to eliminate certain transportation costs, parking, and other fees also made salaries appear better as an increased income was available.

Saving time

Most critical was the gaining of time. By reducing commutes, most workers gained anywhere from one to three hours back to their daily schedule. And many reverted some of that time to working as they could complete a project on their schedule while at home. This time gain also provided opportunities for more significant family interaction and the ability to balance inter-generational issues of raising children and tending to senior parents.

What employers need

While many employers understand their employee's desire to continue working remotely, some employers recognize the need for individuals back in the workplace. 

The right culture

After years of developing office culture, remote communities became the new norm. We're discussing changing the culture again to maintain a hybrid workforce. Recently Forbes shared Disney's CEO Bob Iger's view of the work produced at Disney and the level of creativity needed in every project. In a released memo to employees: "As you've heard me say many times, creativity is the heart and soul of who we are and what we do at Disney. And in a creative business like ours, nothing can replace the ability to connect, observe, and create with peers that come from being physically together, nor the opportunity to grow professionally by learning from leaders and mentors". For Iger, creative people produce products that are the lifeline of Disney. His view is to keep the focus on meeting goals and continuing to develop projects that audiences enjoy. To do this would require a hybrid workforce. 

Productivity

In a world where offices have embraced the 'open office' setup, many employees have often complained of distractions that impact their work. Sean Peek noted that remote workers are more productive due to fewer distractions and an ability to adjust and spend more time on work. 

Time to create the proper solution

Companies that are assessing all of their work and transitions can now create a better option. McKinsey & Company recently discussed how it's time for leaders to get honest about hybrid, noting how employers must fix the overall operating model and experiment with what they term a 'test-and-learn culture.' 

As we look at both sides, we see the benefits and challenges that will continue to impact our workforce. The solution? To embrace a hybrid work model to extract the best remote and onsite work, providing flexibility and accountability for all concerned.

Enter the new hybrid workforce

Creating a hybrid world can be possible if companies look at both the short-term and long-term impact combined with the technology to support the infrastructure. More importantly, creating a hybrid culture can create value for the employees and the overall brand, saving material costs and promoting the ability to access top talent globally. Companies that have embraced flexible hours, limited onsite time, and provided the right tools to support their work have already begun the transition. Looking forward, companies who reassess how they do business on the development horizon and how the right workforce can adapt and create new possibilities will provide a pathway for the future and flexibility for future disruptions.