09 Sep What has changed in the post pandemic workplace?
Now that companies are back to in-office work, or more recently created, hybrid work schedules, employers are wondering how to acclimatize to the new post-pandemic culture.
COVID-19 has taught our society many things about employment over just a short period of time. We have learned that meeting face-to-face isn’t as important as we once believed, a good work-life balance can be achieved, it is possible to have a slow morning, it can be productive to work and be on vacation simultaneously, etc. Because we learned that all these features are in fact possible, it has created a shift in what employees expect in the upcoming years. So, what has become important for employee’s post-pandemic?
First, health and wellness has become greatly prioritized. Battling the universal spread of COVID-19 not only consisted of fighting the virus physically, but also managing our mental health. There were some who developed depression from the amount of isolation, anxiety from the hyper-fixation on germs, and exhaustion from over-working ourselves when we seemingly had more hours to accomplish work from home. Employers should be concerned with creating a workplace culture that is keen on establishing a team with good mental health by providing resources and actively supporting team members. For example, employers could provide access to therapy, have monthly wellness activities, or offer flexible schedules that are dependent on the employee’s priorities.
Further, hybrid work schedules will become the standard practice. A hybrid work model is the blend of both remote and in-person work. For example, an employee may need to be in-office Monday-Wednesday but are expected to work from home Thursdays and Fridays. Employers will still anticipate the same level of job performance, only the work environment will change based on the goals of the day.
Because people have gotten used to remote work, many will await a hybrid schedule that responds best to their personal priorities. If the new and improved schedules are not offered, employees know it will be guaranteed elsewhere. An employer could experience a high turnover rate if they decide not to adjust. For example, many employees will be moving out of cities and into residential areas because of the increasing cost of living. Now that employees know they can do most of their job virtually, they know city costs are no longer essential. If there is another company that can offer them the flexibility, many people will take it.
Lastly, if we ever thought that the Zoom era would end with the resolution of the pandemic, think again. Virtual connections will continue into a post-pandemic world, especially if companies have hired employees from a different province or country. The company may be offering a hybrid structure; however, virtual weekly team meetings and client meetings will still be critical if people are all working from distant locations. Virtual conferences may also continue because there is opportunity for more people to attend with far less travel costs.
If you are an employer who needs to change employment contracts or policies to meet the new demands of your workplace culture, please contact KCY at LAW by filling in an online consultation request or contact us by phone at 905-639-0999 to book your consultation today.