Providers of fulfillment at work before the pandemic

Providers of fulfillment at work before the pandemic

  1. Completing a project
  2. Receiving recognition for your work
  3. Reaching a professional milestone
  4. Achieving a team goal
  5. Winning new business
  6. Socializing with co-workers
  7. Brainstorming sessions
  8. Utilizing amenities
  9. Attending meetings
  10. Attending internal social events
  11. Utilizing shared spaces.

 What did people find fulfilling? Getting their work done.


How to Keep Your Employees Happy Post-Pandemic [comic] | Doist Blog


Employers wondering how to keep their employees happy post-pandemic don’t have to look far. Office workers are placing more and more value on the flexibility and personal autonomy that remote work provides far from the distractions of the office. 

An April 2021 FlexJobs survey with 2,100 respondents found that 65% said they want to remain full-time remote workers after the pandemic. Perhaps most worrying for employers: 58% of workers said they would search for a new job if they could not continue remote work in their current role.


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The transition from WFH to the office
  • Strong HR strategies. Not only can an HR team connect and support individual employees, but also use their platform to teach employees how to support each other, creating a positive chain of office-based encouragement.
  • Taking the transition back into the office at your company’s own pace is also vital if you want to prioritise mental health on the return to work.
  • When your team has returned to the office, a great way to reinitiate team bonding and introduce staff members to the post-pandemic working future is the introduction of wellbeing workshops.
  • Ergonomic care, too. Prioritizing ergonomic welfare is often forgotten within the office, leading to a whopping 86 percent of office workers sitting for up to 8 hours a day.
  • Prioritize those still working from home. As 30 percent of the corporate workforce still remains at home in 2021, it’s important for employers not to exclude them from post-pandemic well-being schemes


5 Ways to Create a Psychologically Safer Workplace for Post Pandemic Employees

The challenges of hybrid teams

Most companies embracing remote work also have dedicated headquarters. But remote-ish teams have even more communication and collaboration challenges than fully remote teams.

For example, in hybrid teams, remote employees are often left in the dark. Office workers are often heard, recognized, and promoted, while remote workers are forgotten.



How to be Remote-First When You Still Have an Office

Makers and managers

Paul Graham’s 2009 essay, “Maker’s Schedule, Manager’s Schedule”, describes the differences that lead these these two factions to clash:

  • “The manager’s schedule is for bosses. It’s embodied in the traditional appointment book, with each day cut into one hour intervals."
  • On the other hand, makers operate effectively on a different schedule entirely — one that prioritizes focus: “…there’s another way of using time that’s common among people who make things. They generally prefer to use time in units of half a day at least. You can’t write or program well in units of an hour. That’s barely enough time to get started. "



Makers vs Managers