We’ve all heard about the future of work. Many leaders have different theories and different beliefs about what workers want and what actually works; there remains a disconnect between what the new hybrid and remote workforce want and what managers believe creates a productive, efficient, engaged workplace.
In a world of data, it’s refreshing to find a firm that actually used numbers to shape what workers actually want. This is valuable information for recruiters as they hope to bring in talent as the world truly restarts. And that restart is here; workers are making the big decisions to find workplaces they’ll be a part of for years. But what will that look like?
Flexibility. According to the study, 88% will prioritize flexible working options, working remotely full-time or part of the time, with limited requirements on in-person working. 83% of those workers also believe that firms will use flexibility as a perk. That means workers will put a renewed emphasis on the things they enjoy doing, like running, hunting, cycling, or fishing, rather than living close to the office.
Productivity. How does your company measure work? Or success? The study highlights the need for a new way to measure work. Some workers feel as though they’re measured by volume, not outcomes. Shouldn’t productivity be judge by the product? 86% of workers say they’ll prioritize working for companies that measure work by the outcome, not the input. However, only about half of human resources directors say they believe their company would run better in this way or would consider moving in that direction.
How To Change. Leaders need to listen. That doesn’t mean every business needs to reimagine how it works or where that takes place, but it should be able to show a tangible effort to meet their workers’ needs halfway. Recruiters can put themselves in a position to succeed, too, but focusing on talent that has already demonstrated they can work within these new parameters successfully. Gig workers, contractors, and those with a strong history of remote work long-term are ideal candidates to bring in to continue their remote work for your company, but also to help guide your company’s remote infrastructure.
How To Grow. One element of work-life we’ve consistently seen fall through the cracks over the last year and as a result of remote work generally is development. Businesses need to ensure their teams continue to learn and develop new skills, which can be hard to coordinate, communicate, and quantify. The technology is there; 88% of employees believe the tools are already available to provide the collaborative experience required to grow skills.
We’re constantly communicating with our clients to support these decisions and instruct the next generation of leaders on how to adapt to workers’ expectations and balance those expectations with what their organization can support effectively.
Ready to learn more? Let’s talk.