Companies big and small are plotting their post-pandemic working futures, and it seems likely that ever fewer of us will fully return to the office as it was before. Different research suggests there is a widespread appetite for a new paradigm. One that will have far-reaching implications for cities, businesses and people. This is based on results from different studies that working from home, employees are happier and more efficient.
If the Covid-19 crisis subsides, economies can largely reopen. Though the experiences of so many people working from home over the past year will surely shape what happens next. For many of us, this could emerge as a return to the office for three days a week.
A new work week pattern
Patterns will obviously vary. But a common thread would be something like Monday, Tuesday and Thursday in the office. And Wednesday and Friday at home. This is the classic 3-2 plan that large firms such as Google, Salesforce, Facebook, and HSBC have already announced.
This coming shift will largely be driven by employers making a calculation between two different, equally important forces. One is what companies see as the need for in-person creativity and connections. This is suppose to spur bringing people back into the offices. Since for many of us, we are at our most creative working face to face, meeting people, talking over lunch and coffee, or gathering in groups.
This is why some of the world’s most successful companies, build such beautiful offices. Leading companies want to lure their employees into work. This is because they believe that’s how to maximise their staff’s creativity and endeavour.
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In an era of heightened work-related angst, stress and pressure, there is an emerging movement to shorten the workday and week. Sanna Marin, the prime minister of Finland, is one of the high-profile proponents of shortening the amount of time people work.
Marin said, “I believe people deserve to spend more time with their families, loved ones, hobbies and other aspects of life, such as culture. This could be the next step for us in working life.”
This new worklife balance ideas have been compiled as a guide. The guide profiles promising and innovative practices from 297 employers. They are those creating effective and flexible workplaces to make work “work” better. And they are doing this for both the bottom line and for employees.
The drive for flexible workplace before year 2020 was the desire to create effective work environments. These are workplaces that are conducive to increased productivity, innovation, creativity and engagement. Not the all time blast of working from home or working from anywhere that COVID has engineered.
“… when the assumption that everyone needs to be always available was collectively challenged, not only could individuals take time off, but their work actually benefited.”
Society for Human Resource Management (SHRM) and Families and Work Institute (FWI) have also found that the effort to create an “Effective Workplace” no longer means simply offering flexible arrangements – although that is one component. As businesses return back to the offices or practice a hybrid of working some days at the office and some at home, they still have to ensure effective ‘workplaces.’
Criteria Of Effective Workplaces
Businesses look at six different elements in their pursuit of an effective workplace and one that offers employees work-life balance. These six criteria of Effective Workplaces include both work and non-work factors that impacts employee work-life balance, wellness and mental wellbeing. All of them benefits both the employee and the employer.