During COVID, office-based companies have no choice but to provide the ability for their employees to work from home, working the hours that suited their home environment. For the vast majority of managers this was seen as a temporary solution, initially for a few months; and then a year; and now more than two years later many employees are continuing to work from home. However, this is now not because they have to, but because this has become the new ‘norm’ and an expected part of how we now work. For most this has become a hybrid solution, flexible days and hours, some days working in the office, and other days from home.

What workers want

So, what does all of this mean for the future of the workplace? A Wall Street Journal article outlined interesting findings from a survey conducted in November 2021 by Future Forum of more than 10,000 ‘knowledge workers’. The survey found that 95% of workers wanted flexible hours compared with 78% who wanted location flexibility. More importantly 72% weren’t happy with their level of flexibility related to time and/or location and were likely to be seeking new work opportunities in the next 12 months.

These findings illustrate how important it is for companies to be flexible in relation to their employees’ work hours as well as where they work beyond COVID. If they demand a ‘return to the office’ approach these companies risk losing good employees to companies who offer flexible work conditions as the new ‘norm’. And the companies that are listening to what workers want will reap the rewards by being seen as a ‘preferred employer’.  

Flexibility is the 'Next Normal'

Providing flexibility does not mean everyone gets to work from home and can decide the hours they work but rather companies need to develop a flexible work approach accepting there is no one-size-fits all solution. Interestingly the same research identified that two-thirds of those surveyed preferring a hybrid work arrangement illustrating that generally most employees understand and appreciate the advantages of being in the office.

In the end, what workers want is a working environment that suits their specific work-life balance.

The Sharesource work model has been built around working remotely with its partners in Australia and now the UK, and our teams in the Philippines and Vietnam. However, it also considers the work-life balance around family, education and training, and community support. Since introducing this model we have learnt more about our team member's individual needs and remain considerate of these. For example, our coaches and mentors guide their team members in their growth ensuring that at all times both their individual needs both professionally and personally are met.

We believe that the key to our teams’ success is continually embracing change. By this we mean, listening to our teams, and our partners; identifying what works, and what doesn’t; and addressing issues and opportunities proactively. So far the model is working and both our teams and partners have embraced it. Watch this video as we discuss 3 critical matters that help foster engagement within teams, one of which is flexibility.

On team's engagement and collaboration

How do you foster and maintain engagement and collaboration within teams working in different work settings? Dig deep with us as our Vietnam Country Manager, Van Phan, explores this topic in this Business Growth Tool Video.