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The traditional daily work structure of working in an office every day will become a thing of the past post COVID19. The coronavirus pandemic will forever change the way we live and work, and now companies must implement a “new way to work” culture that adheres to the effects of this pandemic to survive. Before COVID19, some bosses refused to adopt a flexible working schedule for their employees, which also includes teleworking. It was difficult for some supervisors to comprehend that their employees can be productive working from home. Thanks to COVID19, those old-fashioned ways of thinking are slowly changing after six weeks of isolation.
There is enough empirical evidence that suggests that a flexible work schedule can significantly improve productivity and employee morale. Furthermore, allowing employees to telework will reduce traffic, pollution, and overhead cost. The truth, we waste so much time at work attending unnecessary meetings, idle coffee room gossips, smokers taking smoke breaks, etc. that nothing gets done at work. Before COVID19, some companies, including the government, offered some employees a flexible work schedule to better manage their professional and personal life. However, the idea of even teleworking is usually met with stiff resistance from those dinosaurs’ bosses. Some bosses gain satisfaction from the “butts in seat” mentality, meaning if they can’t see the employees, then they can’t manage effectively. Change – open to new ideas, better ways of doing things is a difficult concept for some supervisors.
I think there are generational gaps in many companies, and some managers lack effective strategies to bridge the generation gaps. For example, Baby Boomers, such as my parents, obtain satisfaction with having more money, a secure title, recognition, and having respect at work. Conversely, Millennials, and Generation Z’s, such as my children, enjoy the flexibility to maintain a work/life balance over a promotion. Baby Boomers prefer to communicate in person, while the newer generation prefers emails and text messages. Baby Boomers live to work and have little work/life balance while Millennials and Generation Z’s strongly believe in a work/life balance. A 2015 EY Global Generations survey showed that two-thirds of Millennials and Generation Z’s would give up a promotion or make career sacrifices to have more time with families or to secure a better work/life balance.
With the majority of citizens around the world now working from home, parents can promptly attend to their children, bond with families, and save money on gas. The rapidly evolving technology has made it possible for employees to work remotely and students to attend classes virtually. Some companies have a secured Virtual Private Network (VPN) that will allow employees to access emails, the company portal, and even their desktop phone
The coronavirus also impacts our environment. A recent report by NBC News shows that the coronavirus has sent pollution plummeting. With traffic-free roads, plane-free skies, and widespread malls and business closing, our planet is the beneficiary. I was surprised to see that China, the world’s biggest polluter, showed a 25% reduction in carbon emission. But why does it take a pandemic to reduce emissions?
So, what will our workforce look like post COVID19? With the significant number of Boomers retiring in the next five years and leaving those leadership positions, companies must implement new strategies to attract, recruit, and retain top talent. According to a 2016 survey of accounting and financial firms by Hinge Research, more than 70 percent of all practices face recruiting and retention challenges. Some companies are failing miserably at attracting and retaining top talent because they are still using traditional recruitment and retention methods. I suggest that companies explore innovative recruitment and retention strategies, such as offering telework on specific days as part of the employees’ benefits package. Researchers indicate that that Millennials and Generation Z’s spend more than 30 hours a week on social media, attending online schools, video conferencing, and holding meetings in coffee shops and online conference rooms. It makes sense that companies create a similar culture that integrates some of these features.
What about those strict companies’ policies mothers face after giving birth? Some organizations are changing their policies and offer more paid time off to help transition mothers back in the workplace. Women play a crucial role in the workplace, so it makes good business sense to assist mothers. No one could have predicted the global effects of COVID19; however, we can implement effective common sense strategies to mitigate the effects and prepare for the future.