Why a flexible workplace shouldn’t mean we ignore individual employee experiences - Deepstash

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Everyone Is Resigning

Everyone Is Resigning

The pandemic era phenomenon known as “The Great Resignation” has seen millions of employees voluntarily leaving their jobs. 48 million of them abandoned their jobs in 2021, according to data from the Labor Bureau.

Millions are rethinking their careers, long-term goals, work environments, and how to achieve a healthier work/life balance. Organizations leveraging that opportunity will be better positioned to address employee satisfaction proactively and also adjust and respond to the constantly shifting marketplace. Otherwise, they’ll struggle to survive. 

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An Experiment That Awakened Millions

An Experiment That Awakened Millions

When work shifted to remote settings for many employers in early 2020 due to the pandemic, companies assumed the situation would be temporary. However, as months stretched into years, much of the working population found that they enjoyed working remotely, at least part of the time.

68% of employees preferred working from home, with nearly half declaring they’d either quit or search for new jobs offering remote work if their employers ordered them to return to the office. Many employees expressed they’d take a pay cut or forfeit benefits in exchange for remote work options.

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Mixed Findings

Mixed Findings

A study by the research firm Gartner found that a hybrid work model significantly boosted employee engagement and sense of inclusion.

Remote work can also lead to a sense of isolation among certain employees. A Gensler Research Institute survey found respondents missed most about being in an office were meeting and socializing with colleagues. Further, 7 out of every 10 employees felt more isolated after switching to remote work.

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What Companies Can Do

What Companies Can Do

  • Encouraging remote workers not to work from home exclusively.
  • Urging remote workers to unplug.
  • Establish a broad network—and don’t talk about just work.
  • Leverage the flexibility. Leaders can make certain that remote workers vary their daily downtime.
  • Remind remote workers they’re important team members. Solicit input and feedback from remote workers. Routinely ask them what they would do differently to strengthen the remote work experience.

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Flexibility Is Now a Worker Must-Have

Flexibility Is Now a Worker Must-Have

Employees value greater flexibility, and any sweeping form of transformation that fails to address this is missing an essential target. Leaders often fail to realize just how important genuine flexibility is—so much so that their views of it differ substantially from that of their workforce.

The transformation which includes a significant digital role can narrow that chasm, and digitalization can help cement a commitment to flexibility—a cornerstone of employees’ view of an engaging and supportive place to work.

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