The landscape of work has undergone a significant transformation since the pandemic, redefining not only the physical workspace but also the very concept of how and where work is conducted.
With this shift has come a heightened awareness of employee mental health and wellbeing, leading to a growing expectation for work environments that offer more than the traditional nine-to-five desk routine.
Hybrid and home working
The workplace has evolved rapidly over the past few years, accelerated by the COVID-19 pandemic, which pushed the concept of working from home and hot desking into workplaces everywhere. An increased focus on mental health and wellbeing has prompted staff to desire more than sitting at the same desk every day from 9 AM to 5 PM.
Traditional working styles usually place more emphasis on structure than hybrid working models. It was thought that this kept people on track and helped them manage time more efficiently. However, recent data has shown that hybrid working can dramatically increase employee productivity and happiness.
Flexible hours have become somewhat of a norm for many. Jobs without flexible hours are less likely to attract high-quality applicants. They are most appealing to people who need to give extra support to elderly parents or relatives, but also to younger generations and people with children. As well as this, hybrid working promotes a good work/life balance, which is vital for every business.
Office life
With working from home a viable option, it has become more important than ever to make coming into the office a positive, motivating experience.
Agencies can create a more positive working environment for their staff with just a few small benefits. While there may be a small cost to some of these, they’re all certainly less expensive than recruiting and training brand-new staff. For example:
- fruit deliveries
- gym memberships
- extra holidays for each year working at the company
- gift cards for employees of the month
- work-from-home equipment budget
- mental health services
- cycle-to-work scheme.
People want and need different things in their lives. Not everyone will want a gym membership, for example. This can lead to money being wasted through lack of take-up of standardised benefits. However, the benefits far outweigh the drawbacks of offering a selection of small benefits.
It is recommended to offer employees a choice, enabling them to select what might suit them and their lifestyle needs better. This results in a positive outlook on the company they work for and makes their workplace somewhere they want to be. If they enjoy coming to work, moving to a different workplace is less attractive.
These kinds of benefits, while helpful in making your employees feel cared for, should be the least of your priorities compared to improving leadership and training. All the fruit boxes in the world won’t help you retain your staff if they feel unsupported by their manager and stagnated in their careers.
Availability
A manager needs to make themselves available for their employees. While they cannot provide counselling, they should be able to provide resources to an employee who may be struggling.
Often, a conversation with a manager can make a big difference for a staff member. Promoting healthy routines is vitally important, too. This could be as simple as engaging in practices that boost wellbeing such as encouraging employees to take breaks.
Final thoughts
Investing in employee wellbeing, fostering supportive leadership, and promoting open communication are crucial for retaining talent and ensuring a thriving workforce in this evolving landscape. The success of hybrid and home working hinges on creating a work experience where employees feel valued, supported, and connected, regardless of their location.
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