Reimaging Workforce Development Post Covid

Workforce Development post-Covid-19
Overview
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    We are all aware that the Covid-19 pandemic has altered the working world in a dramatic and life-changing way. In a time when there are so many questions and so few answers, all we want to know is if the changes we see now will endure for years to come. 

    A new research report from the Adecco Group, “Resetting Normal: Defining the New Era of Work”, examines how employee engagement and employee retention has shifted during this unprecedented time, and how we can move forward smoothly and productively. Below, we will highlight the most important findings of the study, so that you don’t have to sift through chunks of information.

    New Methods In Professional Development

    Many Employees Enjoy Remote Working: Maybe remote working isn’t such a bad thing after all! In fact, 51% of workers still preferred the office setting, while around 49% stated remote work is where they found themselves most productive and inspired. This means that remote working could stick around in the near future and balance out the long hours spent at the office. 

    We Need To Rethink Our Work Hours: According to the study conducted by Adecco, 69% of employees preferred their work contracts to be based on the quality of the content they create, instead of the number of hours they work. This percentage shows that employees are willing to put the hard work in if it means gaining more control of their work schedule. 

    Instead of making your employees continue with the five day work week, consider giving them a three day weekend. This could be a great incentive for them to get better work done during the other four days of the week. 

    Don’t Be Intimidated: This Is A Learning Experience!

    Employees want kinder leaders: While some might believe that being feared is the only way to be respected,74% of employees want their managers to embrace a more empathetic, supportive leadership style. This large percentage exhibits the need for kinder, more people-oriented bosses, and workforce development programs. 

    To be a better boss, try a new, more empathetic learning philosophy. Take the time to connect with your employees and actively take interest in the work they are creating. During this difficult time, it is also important to be aware of people’s mental and physical health. 

    Digital Distractions Be Gone!

    Digital Learning Is The New Normal: It’s no surprise that the pandemic has forced us to rely even more on technology for our both social and professional lives. According to Adecco’s study, 69% of people want more digital upskilling post-pandemic. This means that workshops in digital media and technology are crucial for building a stronger workplace. 

    Once your employees feel more confident with the technology they are working with, they will be able to let their creative energy shine. Although providing employees with rigorous training takes time and money, the effort will pay off once you see the success in your professional development sector. 

    Take Charge Of Your Workforce Development

    As made clear in Adecco’s study, 80% of employees believe their employer is the most responsible for creating an improved working world after the pandemic. We know that with great power comes great responsibility. Take the time to recognize the power you have, and use it for good. 

    Here at WeLearn, we are aware that these are challenging times. Don’t worry! We are here to help you overcome your workforce development challenges, and create happy work environments for everyone. Let us know how digital learning and new design systems have impacted your workplace, and how you are viewing the future of work.

    Overview
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      A recent US census estimated that 5.2% of US workers (8 million people) worked remotely. Since the beginning of the coronavirus pandemic, that number has unquestionably multiplied. But is remote work as strange as it seems?

      Major companies like Twitter have embraced the trend in remote work and have actively made working from home a permanent change for their frontline talent. With so many opinions on the future of work, it can be easy to get overwhelmed. This post will guide you through the possible pros and cons of remote work and help you find the best fit for your team’s professional development goals.

      Is Remote the Right Learning Philosophy?

      A Loss in Creativity: In a recent article, Kevin Roose of the New York Times warned key stakeholders and workers that ditching the office could lead to feelings of isolation, a decrease in employee engagement, and a loss of innovative thinking.

      Before making the switch to fully remote work, weigh the importance of teamwork at your business or firm. Studies actively illustrate the innate power of working with people face-to-face, and employees collaborating on a project together in the same room may be motivated to solve problems faster than remote teams.

      Employee Burnout: Remote workers could feel more pressure to always be available and productive in their supposedly “more relaxed” work environments. Be wary that your remote team might be taking shorter breaks and fewer sick days than an office-based one, and consider how that might impact their ability to create their best content.

      If you are the kind of boss that wants your employees to stay healthy, happy, and motivated, consider creating strict boundaries. Set a “no text after 8 PM” policy, and try your best to grant your workers the weekends they deserve. 

      The Pros of Employee Engagement at Home

      Happy Workers, Healthy World: The average commute of an American hit over 27 minutes in the past year. While at an office-based job a commute is inevitable, a remote position grants employees more freedom to spend time on things that matter, such as their health and family. Surely your team will feel better after a 27-minute walk with loved ones than nearly half an hour spent in traffic!

      If you want to take a look at the bigger picture, consider the environmental benefits of remote work. More than ever before, your company has the chance to lower the number of cars on the road and help reduce harmful Co2 emissions.

      Equality In The Workplace: Whether we like it or not, we live in a world where 86% of employees believe physical appearance matters, and 73% actively believe it impacts a person’s competency on the job. Working at home places emphasis on an employee’s ability rather than their wardrobe or looks.

      Working remotely may motivate female or minority team members to be more productive, as they will be experiencing far less sexual harassment or office-bullying. Zoom might be tiresome, but in the end, it unifies us by how imperfect we all look at home.

      Questioning Workplace Culture

      Face-Time is Overrated: Recent reports have shown that American companies spent 54% of their time on email, meetings, administrative tasks, and office-based “interruptions”. Michelle Ruiz of Vogue recently referred to the obsession of face time and challenges its importance.

      In her article, Ruiz suggests that face time is the ultimate “mirage, the symbolic appearance of working (going to meetings, chatting with co-workers) but not getting much done.” So, if you want your team to feel more comfortable and focused on working rather than putting on airs, consider remote work.

      Positive Productivity: While managers need to be aware that their team might be taking on more as remote workers, it’s not always a bad thing that employees are inspired to push themselves.

      In Stanford University’s two-year remote work productivity study, researchers followed 500 employees after separating them into their respective “remote” and “office-based” groups. The remote working group didn’t feel the need for as many days off, and results showed a work productivity boost equal to a full day’s work.

      The Future of Work: Uncertain But Promising

      While it is impossible to predict the future of work, the surge of remote working has provided companies and employees with more options than ever before. To encourage the best work possible, try making the office an optional space for employees to choose based on their preferred working style.

      Let your workers know that whether they are in the office or their living room, they are still relevant to the company and appreciated for their efforts. Share your story on remote working with us here at WeLearns learning development blog! We would love to hear your thoughts, and move together through these unprecedented times.

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