2020 may have been the biggest ‘work from home experiment’ that the world has ever seen, but as the year comes to an end and some restrictions are lifted, employers are considering what a 2021 workplace should look like. This blog post explores some insights to help employers decide on their 2021 workplace model.
COVID-19 has arguably changed the workplace forever. Employers were forced overnight into new and unchartered territory and somehow managed to successfully transition the workforce to their lounge rooms. It was only ever meant to be a temporary solution, but in the despair of a global pandemic, employees got a taste for a new way to work and many found that the grass was greener on the other side.
IT teams have been the real heroes of this pandemic by creating the infrastructure, security, education and tools for sometimes thousands of employees to work remotely. This has demonstrated a whole new level of performance capability to the organisation whilst helping employees to secure that elusive ‘work/life’ balance that seemed out of reach for the majority.
Employers are now re-evaluating their traditional workplace models to meet the requirements of ‘our new normal’. So, what are some of the key features of a 2021 workplace?
Many organisations are deciding that employees will have the ability to continue to work remotely, even when social distancing and travel restrictions are lifted. This is a ground-breaking shift in the fundamentals to workplace structures that will have many flow on effects. In a world after a pandemic, the work from home (WFH) concept seems archaic as employees and organisations are realising that with the right technology they can now work from anywhere (WFX).
This means that where employees once believed they had to commute to the city to build their careers, they can now have their proverbial ‘cake and eat it too’. Workers are exploring the ‘tree change’ option with conviction and it appears many Australians are looking at ‘workstation’ options with excitement.
Technology is a critical enabler to the WFX model, and it is imperative that organisations invest the time and money to ensure that teams remain connected, productive and innovative. The pandemic forced businesses to come up with a technical solution overnight, however this may not have effectively met the needs of the business or employees. As WFX employees will continue to dominate the work structure, employers will need to ensure that they have the technical infrastructure to enable the business to thrive remotely.
Many employers have proactively engaged with their teams to better understand employee preferences on returning to the office. Overwhelmingly, it appears that Australian workers want to have a choice. This means that 2021 will see the rise of the ‘hybrid workplace’ with some employees returning to the office and others choosing to work remotely. The way in which we conduct meetings, build our culture, collaborate and even mentor will change. Employers will need to look at how workspaces are used and the best way to optimise and embrace a hybrid model. Many organisations will proactively review their office lease and look to downsize their commercial rent footprint.
Traditionally, an organisation’s talent was sourced from the local pool. Whilst this has been a reliable method for decades, the WFX model has broken down the previous restrictions for finding talent for the business. 2021 will create opportunities for employers to start ‘fishing in other ponds’ and they will no doubt be delighted with the diversity of thought and experience that can be found outside of their own backyard. This is fantastic news for talented employees that don’t want to live in the city, and it opens up career doors that were previously locked shut.
HR and leaders have a challenge ahead as they can’t rely on relationships being formed around the water cooler. A traditional workplace enables relationships to be built organically and there are countless interactions each day to build trust, teamwork and fun. A WFX environment brings a unique challenge to employers as they seek to build new rituals that enhance culture and engagement across teams, irrespective of their location.
When your team is seated within a few metres of each other, there is a natural collaboration and interaction that occurs.Employees can see their leaders and gauge the best time to ask questions or ‘grab a coffee’ to discuss a concern. A WFX environment in some ways places a blindfold on a leader and presents challenges simply due to the tyranny of distance. A 2021 leader needs to be emotionally intelligent and a master in communication to ensure that employees can flourish in their new environment as opposed to suffocating by micromanagement.
2021 will see the end of sharing birthday cakes, cramming employees into meeting rooms and hot desking, but it will bring many new workplace rituals that employers will need to quickly adapt to. The following are just some of these:
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There is no doubt that COIVD-19 has re written the HR manual forever. For millennials and baby boomers alike – the change train has taken off and whether we are a driver, passenger or prisoner, we all need to get on board. However, with change comes opportunity and the HR profession have a rewarding chance to create history as we place aside our traditional ‘HR Manager’ hats and become ‘Directors of Remote Workforces’. It will be a monumental challenge, but if we can achieve the right balance of hybrid work teams, the uplift in engagement and productivity will be a welcome reward to the bottom line.
For assistance with your workplace matters, Members of Ai Group can contact us or call ourWorkplace Advice Line on 1300556677 for further information.
Ai Group is continually publishing new COVID-19 advice and resources for employers:
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Georgina is Senior HR Content Editor – Publications at Ai Group. She is an accomplished Human Resource professional with over 25 years of generalist and leadership experience in a broad range of industries including financial services, tourism, travel, government and agriculture. She has successfully advised and partnered with senior leaders to implement people and performance initiatives that align to business strategy. Georgina is committed to utilising her experience to create resources that educate and engage and is passionate about supporting members to optimise an inclusive workforce culture that drives performance.
