Are changes to the future of work necessary?

This article was written after a conversation between Nikki Soares, Global Talent Acquisition Leader at Cytiva, and intern, Beth Armitt-Brewster. This article seeks to give insight into how the future of work offers more and that hybrid and remote working are here to stay.

Forbes recently published an article expressing that “significant numbers of leaders are saying their organizational cultures are deteriorating, and they’re struggling with maintaining morale and motivation.”[1] It claimed that this was due to a loss of strict company culture as associates are re-evaluating how and where they work. However, transparent conversations between associates and their people leaders about the most suitable working environment for them have enriched the company culture.

A culture of excellence within an organization is not achieved in one single way. By having a conversation with their team about how the future of work would best suit them, people leaders will continue — and maybe even increase — the level of cultural excellence within an organization.

As someone entering the workplace for the first time, I can honestly say that I have benefited from these associate-led conversations. As Global Talent Acquisition Leader at Cytiva, Nikki has to understand what makes people tick and work at their best. In our discussion, she provided real insight in how to provide value for associates while promoting a healthy business.

One size does not fit all

Gartner’s 2021 report highlighted how associates felt about their own future of work. By 2022, 25% of the global knowledge workforce chose to be remote, and 45% chose hybrid.[2] The fact that these individuals had the freedom to choose their workspace, proves that remote and hybrid working are here to stay. But what proves more interesting is that, even though some responders felt empowered by this freedom, many were not so thrilled.

There have clearly been widespread discussions about the future of work. As highlighted in publications concerned with human resources, the idea of the future of work seems to offer a lot of hope for flexibility and advantage at an associate level.[3] However, the fear is that the future of work may not actually change anything. If this is the case, then why has Forbes recently published findings highlighting that remote working is set to increase?[4] This increase shows that individuals are seeing the benefit of embracing the changes that have been offered to them.

According to Workhuman’s January 2022 Human Workplace Index, this flexibility has made 81.5% of workers feel more empowered to hold their leaders accountable for a better workplace in 2022.[5] That speaks volumes: the flexibility to work is so desired that it is here to stay and should stay, as well as promoting a more transparent workplace. In my conversation with Nikki, she highlighted that the pandemic allowed everyone the breathing room to understand their priorities, and more importantly leaders saw that hybrid or remote working could work. It is not necessarily where you work but the way you cultivate that connection with your colleagues which matters.

The results from Gartner’s and Workhuman’s reports demonstrate one thing: the future of work is not ‘one size does not fit all’. It is not ‘the’ future of work, but rather ‘your’ future of work. So, Nikki highlighted that Cytiva has actively initiated conversations with its associates about what working environment works best for them and the business their team. Having individual conversations allows for authentic responses. The future of work is formulated on one key point: organizations must see their workforce as made up of individuals, each with their own individual needs. These conversations enable organizations to continue to promote a culture of excellence by reviewing what works best for the individual.

Where does wellbeing fit in?

As it should, well-being fits in front and center.

To work better within a culture of excellence, and to be at the top of your game, sometimes you need to not work — even if it’s only for five minutes.

Nikki shared how on one particular week she had been extremely busy and choose to be transparent with her team that she took a power nap in the middle of the day because she needed to recharge to make it through the rest of the weekday. This transparency is what allows Nikki to have a highly authentic relationship with her team. She explained that when her team members are on vacation, she encourages them to unplug, and on days when they have back-to-back meetings, they take time away from the laptop to re-charge and check-in with themselves. Most importantly, she highly trusts her team to do the right thing and know their own limits.

But why is wellbeing even more pertinent to the future of work than before? According to Owl Labs, 84% of respondents reported that working remotely after the pandemic made them happier, less anxious, and less stressed, with many even willing to take a pay cut.[6] So, it is the transparency and opportunity to have conversations on how the future of work will improve mental health which is adding value to careers.

What is additionally clear is that leaders must support and value employee mental health in order to go that extra mile of not just talking the talk but walking the walk. With the absence of water-cooler chats and corridor catch-ups organizations must lead the way in facilitating better mental and physical wellbeing in whatever necessary format.

A personal perspective

The future of work is a critical concept for those transitioning to their new way of working. However, what about those who had their first role during the pandemic? I was one of those associates.

Adjusting was a little odd. I envisioned that my first job would entail an office, rather than setting up camp in the dining room or having to work around my parents in my childhood home. But I do feel lucky. I got to enter a workplace that was even more open to the needs of its associates than it was before. I had the opportunity to speak with my people leader openly to mitigate the struggle, and to focus on what would help me to work at my best. And frankly, it has worked.

Like so many, my internship was remote due to the pandemic and as a highly social individual I felt distant from my colleagues. Virtually, my whole team were personable, welcoming, and incredibly supportive but four months in and the lack of face-to-face working wore a little thin. I spoke to my people leader, and she highlighted weeks when it would be suitable for me to shadow herself or wider members of the team at our headquarters. Not only did this help me feel more connected to her and my team, but it was incredibly beneficial for learning and refining my skills, as well as widening my responsibilities.

Looking to the future

Communication. Organizations have often linked their culture of excellence with communicating to their associates in a top-down structure. But, if anything, the pandemic has demonstrated that more valuable conversations are associate led. So, in contrast to Forbes’ claim that the future of work has resulted in greater demoralization and organizational deterioration, the promises of the future of work have improved the culture of excellence within organizations by promoting a heightened associate-focused workplace.[7] The open conversations on the future of work have allowed associates to review what works best for them in terms of remote, hybrid, or in-office working, and by doing so can add to the rich culture of excellence within a company.

References

[1] Your Company Culture Has Deteriorated: Here’s What’s (Really) Going On (forbes.com)

[2] Hybrid Work is Here to Stay. Learn Effective Ways to Set Ground Rules. (gartner.com)

[3] What Is the Future of Work? | Modern Workforce Trends | SAP Insights

[4] Remote Work Is Here To Stay And Will Increase Into 2023, Experts Say (forbes.com)

[5] Human Workplace Index — New Year, New Workplace Expectations (workhuman.com)

[6] New Hybrid Work Statistics: The 5th Annual State of Remote Work Report (owllabs.com)

[7] Your Company Culture Has Deteriorated: Here’s What’s (Really) Going On (forbes.com)