Office workers want more information about what their jobs will be like after the pandemic.
Written By Dag-Jørgen Saltnes
This article is translated from Norwegian and was originally published here.
The consulting company McKinsey has conducted a survey among employers and employees in connection with Covid-19 and the workplaces after the pandemic. While productivity has risen with the home office, many employees report anxiety and burnout.
“Our investigation shows that the source of the anxiety is clear: Employees feel that they have not heard enough about their employer’s plans for the office after Covid-19. Organizations may have published a general plan to facilitate some digital work in the future, but too few of them have, according to employees, come up with detailed plans, expectations, and guidelines,”
McKinsey writes about the survey and adds that the lack of details about working from home makes employees insecure and anxious.
McKinsey makes it clear that leaders in organizations need to communicate more often with their employees post-pandemic. “Organizations that have stated more specific guidelines for the future workplace have noted that employees are happier and more productive,” writes McKinsey.
Employees who feel included in communication are almost five times more likely to report increased productivity.
According to McKinsey, employees who feel included in communication are almost five times more likely to report increased productivity. Because communication about the future can contribute to better deliveries from employees today, managers should update their employees more often, both by saying what has already been decided, but also by telling about what is uncertain.
According to McKinsey, half of the employees who experience vague or no communication about the workplace after the pandemic claim that they are worried or anxious. Anxiety both reduces the efficiency of the job and cuts the joy out of working.
Lack of clear communication about the work after the pandemic contributes to employees being burned out. Nearly half of survey employees say they feel symptoms of burnout, and McKinsey fears the number is underreported because burnout employees are less likely to respond to surveys. In addition, often the employees who are most burnt out may already be out of work.
McKinsey believes organizations can help reduce employee anxiety and burnout in several ways. One way is through figuring out what your employees want for the future. More than half of the employees in the survey stated that they want the organizations to introduce a more flexible working model, where the employees can work both in the office and from elsewhere. A hybrid model can help organizations get the most out of their talents no matter where they are, lower costs and strengthen their organization.
More than half of the employees in the survey stated that they want the organizations to introduce a more flexible working model, where the employees can work both in the office and from elsewhere.
About 30 percent of the respondents in the survey state that they will consider changing employer if the organization sends its employees back to the office in full.
Over 50 percent of the employees who responded to the survey answered that they want to work from home at least three days a week. Only 17 percent do not want to work from home at all, while 10 percent say they might consider working from home one day a week.
The survey clearly shows that employees want to work more from home, and there are many indications that the uncertainty surrounding how companies handle this affects the employees. It is therefore crucial that the employees receive information about how the work will be organized according to the corona.
How will your organization adapt to the new way of work?