🔒The workplace, post-pandemic

In less than two years’ time, COVID-19 may have forever changed the workforce landscape. While many businesses have returned – or are in the process of returning – to the office, others have opted for continued remote or hybrid models. Meanwhile, employers are expecting a wave of retirements. Further adding to organizational disruption is data indicating a considerable number of employees planned to look for a new job this year – with disengagement, burnout, and diminished company culture cited as the main reasons. 

So, what steps can companies take to enhance strength of position within an increasingly competitive recruit-and-retain environment?

Flexibility on employers’ parts will very likely define the post-pandemic workplace. While hybrid schedules may be the first choice for most employees moving forward, the last two years have shown us individuals can still collaborate when working completely remotely. The imperative is to make all workers – whether in-person, hybrid, or remote – feel connected to specific projects, colleagues, and the company.

To retain employees and engage new ones, try building an appealing culture. A keen sense of culture is particularly important when onboarding new hires. As a result of COVID-19, company gatherings, outings, team-building activities, etc. have been placed on the back burner. But events such as these help define culture and serve as a way to demonstrate gratitude for productivity.

In the post-pandemic environment, employers must find other ways to show workers they are valued, being mindful of individual circumstances and needs. Small gestures – a quick phone call or email to see how people are doing or if there is anything needed to make the workday easier – can go a long way toward building a culture of empathy, understanding, and positivity.

Recognizing employees’ need for work-life balance cannot be overstated when establishing a company culture of care, commitment, respect, and communication. Efforts to remain collaborative and productive while at work – coupled with personal worry and strain – have left workers feeling exhausted and disengaged. Career development prospects, encouragement, communication, recognition, transparency, and participation in decision-making are key factors contributing to employee engagement at the workplace.

One of the more positive aspects of the shift to remote work is a widened talent pool. The increase in remote job postings on platforms such as LinkedIn have dramatically increased. People no longer have to leave their home or community to expand their career. As such, the impacts on the talent landscape will likely continue to be significant.

The ramifications of the pandemic are almost certain to be long-lasting, altering the way businesses operate. From innovative technologies and processes to adaptable personnel needs, the workplace of the future will be fundamentally different. As we gradually emerge from this unprecedented disruption to normalcy, we should not lose sight of the opportunity the past couple of years have provided to examine all aspects of our organizations. Now is the time to explore, experiment, and establish new plans, keeping in mind success is dependent upon having the right workforce in place.

There is no going back to the pre-pandemic workplace. The workplace of now and the workplace of the future has been changed, but what has not changed – and in fact, has been heightened – is the need for flexibility, open communication, and a company culture acknowledging the value each employee brings to the job.