The Future Of Work: Embracing Change In The Workplace
Workplace changes that have been underway for years suddenly accelerated with the pandemic, becoming the only path forward. Along with remote work came investments in new technologies, enhanced communications, and reorganized workspaces. This has become perhaps one of the biggest work experiments in history, and the lessons we’ve learned will significantly alter how we work forever.
The Future Of Work: Embracing Change In The Workplace
Workplace changes that have been underway for years suddenly accelerated with the pandemic, becoming the only path forward. Along with remote work came investments in new technologies, enhanced communications, and reorganized workspaces. This has become perhaps one of the biggest work experiments in history, and the lessons we’ve learned will significantly alter how we work forever.
Key takeaways from the world's largest remote work experiment:
Less need for
office space
41%
of employers have considered downsizing their office space
Productivity
boosts
42%
of professionals say they are more productive when working remotely
Employer
buy-in
68%
of employers say remote work has been a success for their company
Communication
concerns
33%
of professionals are concerned about a reduction in collaboration with colleagues in a remote setting (despite increases in productivity)
Less need for
office space
41%
of employers have considered downsizing their office space
Productivity
boosts
42%
of professionals say they are more productive when working remotely
Employer
buy-in
68%
of employers say remote work has been a success for their company
Communication
concerns
33%
of professionals are concerned about a reduction in collaboration with colleagues in a remote setting (despite increases in productivity)
As we emerge from the pandemic, employers who can keep this momentum going will likely come out on top. While the pace of change may feel more intense, it unlocks a unique opportunity to cut the red tape and start making bold decisions that build a future-ready workforce. Meaning—one that is resilient, adaptable, and able to meet any challenge.
If you can recall, these were all things you have asked your employees to be. Now, it’s your turn. To thrive in a world of constant change, companies require a strategy that humanizes the workplace; one that’s designed with people directly at the center.
Companies with a future-ready workforce outperform their competitors, delivering 19 percentage points higher revenue growth and 15 percentage points higher net margin compared to their industry average
As businesses navigate this new era of work, here are four areas you must excel in:
1. Reimagining the physical office
Most companies are planning on bringing employees back to the physical workplace in some capacity, with the majority implementing a hybrid work model. And more than half of the professionals we surveyed are ready to return.
Undecided
8%
All remote
8%
Full return to the office
25%
Hybrid work model
59%
Ultimately, it seems we all want to be together again. But, how can we do that in a way that makes people feel safe and productive? While it may be tempting to revert to old office models, doing so undermines a powerful opportunity to design a workplace that reflects our new reality.
1. Reimagining the physical office
Most companies are planning on bringing employees back to the physical workplace in some capacity, with the majority implementing a hybrid work model. And more than half of the professionals we surveyed are ready to return.
Undecided
8%
All remote
8%
Full return to the office
25%
Hybrid work model
59%
Ultimately, it seems we all want to be together again. But, how can we do that in a way that makes people feel safe and productive? While it may be tempting to revert to old office models, doing so undermines a powerful opportunity to design a workplace that reflects our new reality.
1. Reimagining the physical office
Most companies are planning on bringing employees back to the physical workplace in some capacity, with the majority implementing a hybrid work model. And more than half of the professionals we surveyed are ready to return.
Undecided
8%
All remote
8%
Full return to the office
25%
Hybrid model
59%
Ultimately, it seems we all want to be together again. But, how can we do that in a way that makes people feel safe and productive? While it may be tempting to revert to old office models, doing so undermines a powerful opportunity to design a workplace that reflects our new reality.
1. Reimagining the physical office
Most companies are planning on bringing employees back to the physical workplace in some capacity, with the majority implementing a hybrid work model. And more than half of the professionals we surveyed are ready to return.
Undecided
8%
All remote
8%
Full return to the office
25%
Hybrid work model
59%
Ultimately, it seems we all want to be together again. But, how can we do that in a way that makes people feel safe and productive? While it may be tempting to revert to old office models, doing so undermines a powerful opportunity to design a workplace that reflects our new reality.
With employees scattered across different locations, they are lacking human interaction. Companies have a responsibility to re-build meaningful connections when employees return to the office.
What hybrid or remote employees miss most:
-
Socializing with colleagues
-
Feeling like part of a community
-
In-person meetings
For most companies, especially those implementing hybrid workplace policies, in-person work will look very different than it once did. As a result, you must design a space that is aligned with the goals of the people working within it. If collaboration, community, and connection are the common themes, your workspace should support these objectives.
With employees scattered across different locations, they are lacking human interaction. Companies have a responsibility to re-build meaningful connections when employees return to the office.
What hybrid or remote employees miss most:
-
Socializing with colleagues
-
Feeling like part of a community
-
In-person meetings
For most companies, especially those implementing hybrid workplace policies, in-person work will look very different than it once did. As a result, you must design a space that is aligned with the goals of the people working within it. If collaboration, community, and connection are the common themes, your workspace should support these objectives.
2. Embracing hybrid work models
While there may be an urgency to get staff back to the office, most professionals have made it clear that they still prefer some type of remote work arrangement. Companies must walk a fine line between the needs of the business and the needs of their employees. For many, the vision is a model that combines remote work and time in the office.
The desire for a more flexible work environment hasn’t appeared out of thin air. Employees have been demanding more remote opportunities for decades, but the pandemic finally forced employers’ hands. And now that the door is open, there’s no going back.
61% of employees prefer a hybrid model
27% of employees prefer to be all remote
12% of employees prefer a full return to the office
Yet, 25% of employers are planning a full-time return to the office—pointing to a clear disconnect.
2. Embracing hybrid work models
While there may be an urgency to get staff back to the office, most professionals have made it clear that they still prefer some type of remote work arrangement. Companies must walk a fine line between the needs of the business and the needs of their employees. For many, the vision is a model that combines remote work and time in the office.
The desire for a more flexible work environment hasn’t appeared out of thin air. Employees have been demanding more remote opportunities for decades, but the pandemic finally forced employers’ hands. And now that the door is open, there’s no going back.
61% of employees prefer a hybrid model
27% of employees prefer to be all remote
12% of employees prefer a full return to the office
Yet, 25% of employers are planning a full-time return to the office—pointing to a clear disconnect.
2. Embracing hybrid work models
While there may be an urgency to get staff back to the office, most professionals have made it clear that they still prefer some type of remote work arrangement. Companies must walk a fine line between the needs of the business and the needs of their employees. For many, the vision is a model that combines remote work and time in the office.
The desire for a more flexible work environment hasn’t appeared out of thin air. Employees have been demanding more remote opportunities for decades, but the pandemic finally forced employers’ hands. And now that the door is open, there’s no going back.
61% of employees prefer a hybrid model
27% of employees prefer to be all remote
12% of employees prefer a full return to the office
Yet, 25% of employers are planning a full-time return to the office—pointing to a clear disconnect.
2. Embracing hybrid work models
While there may be an urgency to get staff back to the office, most professionals have made it clear that they still prefer some type of remote work arrangement. Companies must walk a fine line between the needs of the business and the needs of their employees. For many, the vision is a model that combines remote work and time in the office.
The desire for a more flexible work environment hasn’t appeared out of thin air. Employees have been demanding more remote opportunities for decades, but the pandemic finally forced employers’ hands. And now that the door is open, there’s no going back.
61% of employees prefer a hybrid model
27% of employees prefer to be all remote
12% of employees prefer a full return to the office
Yet, 25% of employers are planning a full-time return to the office—pointing to a clear disconnect.
The companies that can’t or refuse to lean into these workforce preferences risk facing the consequences of high turnover.
33% of professionals would take a pay cut for more flexibility
with a new employer
79% of professionals want to maintain their newfound flexibility post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
In sum, a hybrid work model is a great way to get ahead of your competition, while keeping employees happy and engaged. To successfully implement a hybrid working model there are some key factors you need to consider doing:
- Creating clear policies and procedures
- Setting communication guidelines
- Providing necessary training
- Continuing to be flexible
- Investing in the right technology
The companies that can’t or refuse to lean into these workforce preferences risk facing the consequences of high turnover.
33% of professionals would take a pay cut for more flexibility with a new employer
79% of professionals want to maintain their newfound flexibility post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
33% of professionals would take a pay cut for more flexibility with a new employer
79% of professionals want to maintain their newfound flexibility post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
In sum, a hybrid work model is a great way to get ahead of your competition, while keeping employees happy and engaged. To successfully implement a hybrid working model there are some key factors you need to consider doing:
- Creating clear policies and procedures
- Setting communication guidelines
- Providing necessary training
- Continuing to be flexible
- Investing in the right technology
The companies that can’t or refuse to lean into these workforce preferences risk facing the consequences of high turnover.
33% of professionals would take a pay cut for more flexibility with a new employer
79% of professionals want to maintain their newfound flexibility post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
33% of professionals would take a pay cut for more flexibility with a new employer
79% of professionals want to maintain their newfound flexibility
post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
In sum, a hybrid work model is a great way to get ahead of your competition, while keeping employees happy and engaged. To successfully implement a hybrid working model there are some key factors you need to consider doing:
- Creating clear policies and procedures
- Setting communication guidelines
- Providing necessary training
- Continuing to be flexible
- Investing in the right technology
The companies that can’t or refuse to lean into these workforce preferences risk facing the consequences of high turnover.
33% of professionals would take a pay cut for more flexibility with a new employer
79% of professionals want to maintain their newfound flexibility post-pandemic
While the transition to remote work was originally done out of necessity, shifting to a hybrid work model should be viewed as another opportunity to put your people first. One that gives employees greater control of their lives, increases their well-being through a better work-life balance, and boosts engagement and productivity. Employers can benefit too. Offering flexible work arrangements can improve your ability to attract and retain talent, create a more equitable and inclusive workplace, and expand your talent pool.
In sum, a hybrid work model is a great way to get ahead of your competition, while keeping employees happy and engaged. To successfully implement a hybrid working model there are some key factors you need to consider doing:
- Creating clear policies and procedures
- Setting communication guidelines
- Providing necessary training
- Continuing to be flexible
- Investing in the right technology
3. Transparent + accessible leadership
The success of any transformation effort will depend on how leaders engage their staff. However, the quick rate of change in today’s current climate makes strong leadership culture even more critical. Large-scale changes—such as a redesigned workspace, organizational restructuring, and new hybrid workplace models—can feel very different than a normal business initiative. These change events can often feel hard to grasp, uncertain, stressful—and even quite emotional.
of employees feel the actions of executive leadership affect the overall company culture at their organization
of professionals said that support from leadership was most important to them when choosing a company to join
3. Transparent + accessible leadership
The success of any transformation effort will depend on how leaders engage their staff. However, the quick rate of change in today’s current climate makes strong leadership culture even more critical. Large-scale changes—such as a redesigned workspace, organizational restructuring, and new hybrid workplace models—can feel very different than a normal business initiative. These change events can often feel hard to grasp, uncertain, stressful—and even quite emotional.
of employees feel the actions of executive leadership affect the overall company culture at their organization
of professionals said that support from leadership was most important to them when choosing a company to join
3. Transparent + accessible leadership
The success of any transformation effort will depend on how leaders engage their staff. However, the quick rate of change in today’s current climate makes strong leadership culture even more critical. Large-scale changes—such as a redesigned workspace, organizational restructuring, and new hybrid workplace models—can feel very different than a normal business initiative. These change events can often feel hard to grasp, uncertain, stressful—and even quite emotional.
of employees feel the actions of executive leadership affect the overall company culture at their organization
of professionals said that support from leadership was most important to them when choosing a company to join
3. Transparent + Accessible Leadership
The success of any transformation effort will depend on how leaders engage their staff. However, the quick rate of change in today’s current climate makes strong leadership culture even more critical. Large-scale changes—such as a redesigned workspace, organizational restructuring, and new hybrid workplace models—can feel very different than a normal business initiative. These change events can often feel hard to grasp, uncertain, stressful—and even quite emotional.
of employees feel the actions of executive leadership affect the overall company culture at their organization
of professionals said that support from leadership was most important to them when choosing a company to join
During these times of change, employees will be looking closely at senior and executive leadership to set the tone and put their minds at ease. Unfortunately, many leaders aren’t as engaged as they should be.
Nearly one third of the professionals we surveyed have yet to hear about their employers’ plans for post-pandemic working arrangements.
While some employers may still be deciding or intending to implement a hybrid model, not providing specifics or discussing a general plan is leading employees into a new phase of uncertainty. While they may be doing great work, 40% of professionals have reported that these feelings of stress and uncertainty are impacting their productivity.
While you may be happy with your employees’ performance, they won’t be able to sustain it without your support. Anxiety has been known to negatively impact job satisfaction, relationships with colleagues, and productivity, so leadership needs to do their part to help staff get through it. Our brains were not built to handle this much uncertainty, and the longer this goes on, the more anxious employees will feel.
To help your team navigate uncertainty and propel them toward a changed future, you must lead with…
Empathy
Transparency
Accessibility
- Empathy
- Transparency
- Accessibility
Empathy
Transparency
Accessibility
4. Becoming a learning organization
An organization’s ability to learn is the ultimate competitive advantage. However, implementing a culture of continuous learning is not easy to achieve—and today’s widening skills gap is proof of that.
Today's widening skills gap:
87%
of executives are experiencing skills gaps in the workforce or expected them within the next few years
McKinsey50%
About half of US workers say they will have to learn new skills in the next few years to do their job
Prudential55%
of employers say a lack of qualified candidates is their #1 hiring challenge heading into 2022
4. Becoming a learning organization
An organization’s ability to learn is the ultimate competitive advantage. However, implementing a culture of continuous learning is not easy to achieve—and today’s widening skills gap is proof of that.
Today's widening skills gap:
87%
of executives are experiencing skills gaps in the workforce or expected them within the next few years
McKinsey50%
About half of US workers say they will have to learn new skills in the next few years to do their job
Prudential55%
of employers say a lack of qualified candidates is their #1 hiring challenge heading into 2022
4. Becoming a learning organization
An organization’s ability to learn is the ultimate competitive advantage. However, implementing a culture of continuous learning is not easy to achieve—and today’s widening skills gap is proof of that.
Today's widening skills gap:
87%
of executives are experiencing skills gaps in the workforce or expected them within the next few years
McKinsey50%
About half of US workers say they will have to learn new skills in the next few years to do their job
Prudential55%
of employers say a lack of qualified candidates is their #1 hiring challenge heading into 2022
4. Becoming a learning organization
An organization’s ability to learn is the ultimate competitive advantage. However, implementing a culture of continuous learning is not easy to achieve—and today’s widening skills gap is proof of that.
Today's widening skills gap:
87%
of executives are experiencing skills gaps in the workforce or expected them within the next few years
McKinsey50%
About half of US workers say they will have to learn new skills in the next few years to do their job
Prudential55%
of employers say a lack of qualified candidates is their #1 hiring challenge heading into 2022
The skills gap has plagued the job market for years, but the pandemic has only made addressing these concerns more urgent. The wide-spread move to remote work and accelerated digital transformation has created a chasm between the skills employers require and the skills candidates actually possess.
Nearly 50% of professionals do not feel their company is helping them learn new skills for the future
The skills gap has plagued the job market for years, but the pandemic has only made addressing these concerns more urgent. The wide-spread move to remote work and accelerated digital transformation has created a chasm between the skills employers require and the skills candidates actually possess.
Nearly 50% of professionals do not feel their company is helping them learn new skills for the future
The skills gap has plagued the job market for years, but the pandemic has only made addressing these concerns more urgent. The wide-spread move to remote work and accelerated digital transformation has created a chasm between the skills employers require and the skills candidates actually possess.
Nearly 50% of professionals do not feel their company is helping them learn new skills for the future
As a result, professionals are taking responsibility for their own career development. Focused on future proofing their skillset, they will look for new opportunities once they stop learning and growing. Employers should be just as concerned about the growing skills gap—and it seems that some are finally catching on.
58% employers have plans to expand their training + educational offerings in 2022
If your company doesn’t fall into this group, you risk setting your organization up for failure. Providing learning and development not only builds loyalty, it ensures your business has the skills it needs to be competitive.
As a result, professionals are taking responsibility for their own career development. Focused on future proofing their skillset, they will look for new opportunities once they stop learning and growing. Employers should be just as concerned about the growing skills gap—and it seems that some are finally catching on.
58% employers have plans to expand their training + educational offerings in 2022
If your company doesn’t fall into this group, you risk setting your organization up for failure. Providing learning and development not only builds loyalty, it ensures your business has the skills it needs to be competitive.
As a result, professionals are taking responsibility for their own career development. Focused on future proofing their skillset, they will look for new opportunities once they stop learning and growing. Employers should be just as concerned about the growing skills gap—and it seems that some are finally catching on.
58% employers have plans to expand their training + educational offerings in 2022
If your company doesn’t fall into this group, you risk setting your organization up for failure. Providing learning and development not only builds loyalty, it ensures your business has the skills it needs to be competitive.
To build an agile and resilient workforce, consider these 5 strategies:
-
Upskilling
-
Collaborative learning opportunities
-
Knowledge sharing
-
Succession planning
-
Recognizing and rewarding employees for learning