Share this Podcast:
Share this Podcast:
Organisations will need to redefine the workplace as a place of human connection and learning opportunities if they are to successfully entice people back to the office in 2021.
That was the message from the first Great Place to Work® webinar of 2021 which asked a panel of experts about the post-pandemic role of the office and considered the future of flexible working.
Remote working proved itself to be robust and productive for many organisations in 2020. In fact, a survey conducted by Swinburne University of Technology found 80 per cent of managers expected to run a hybrid workforce of in-office and remote staffing in 2021.
But questions remain about how organisations will operate post-pandemic and how managers can balance people’s desire to have a say in their work practices with the needs of businesses and their customers.
The question why do you want people to come back to the office Merylee Crockett, director of people and culture at Interactive told the webinar.
“And how do you help people find the best place to work?”
There are many reasons organisations are keen to get their people back in the office.
High on the list is ensuring people are given access to learning opportunities – especially those informal learning moments when people hear from their peers. Particularly for new starters, this kind of on-the-job education can be crucial to future productivity.
But people also choose to be in the office.
The simple need for human connection calls us to work together face to face and those small moments of celebration and camaraderie – termed “pull moments” by Crockett – are a drawcard.
“Employees are also feeling concerned about career progression,” said Swinburne’s Professor Anne Bardoel.
“It’s got to do with the absence of being present, having those conversations, getting a feel… people are wondering ‘how do I manage my career?’ in this new environment.”
James Comer, head of HR at Cisco’s Australian operations, told the webinar that organisations needed to sell the benefits of being in the office.
“If you want people to come back to the office, you’ve got to market it,” he said
“What is it that they can expect? What’s in it for me as an individual? What’s in it for me as a team?”
Comer said things like location, proximity to leaders, socialising, lifestyle and access to customers were all valid reasons for people to choose to be in the office rather than at home.
“Get clear on what your value proposition is,” he said.
“Then start sharing it and wrapping a community around why your office remains such a great place to work.”
The panel also highlighted the experience of the customer as central to decisions about flexible working and getting people back into the office.
It was important to remember that customers have also been through the pandemic and the working from home experience and had rapidly adapted to digital interactions, the panel agreed.
“Whatever we decide to do in 2021 around the ways that we work, it has to work for the customer. If it works for the customer – and we can find a way that it works for individuals – then it works for the business,” said Crockett.
The journey towards becoming a better workplace starts here.
Great Place to Work®’s global platform helps you understand your employees, benchmark your culture, uncover actionable insights and track change.
Great Place to Work® is the leading global provider of workplace assessment, benchmarking and optimisation services.
We help organisations build and maintain high trust workplace cultures, enhance business performance and provide opportunities for external recognition.
ABOUT OUR METHOLOGY
To be eligible for the World’s Best Workplaces list, a company must apply and be named to a minimum of 5 national Best Workplaces lists within our current 58 countries, have 5,000 employees or more worldwide, and at least 40% of the company’s workforce (or 5,000 employees) must be based outside of the home country. Extra points are given based on the number of countries where a company surveys employees with the Great Place to Work Trust Index©, and the percentage of a company’s workforce represented by all Great Place to Work surveys globally. Candidates for the 2017 Worlds Best Workplaces list will have appeared on national workplaces lists published in September 2016 through August 2017.
ABOUT OUR METHOLOGY
The Best Workplaces in Asia List
Great Place to Work® identifies the top organizations that create great workplaces in the Asian and Middle Eastern regions with the publication of the annual Best Workplaces in Asia list. The list recognizes companies in three size categories:
To be considered for inclusion, companies must appear on one or more of our national lists in the region, which includes Greater China (covering China, Hong Kong, Taiwan and Macau), India, Japan, Saudi Arabia, Singapore, South Korea, Sri Lanka and UAE. For the 2021 Asia List, companies ranked on the national list in the Philippines will also be included. Multinational organizations must meet the following requirements:
Multinationals also receive additional credit for their efforts to successfully create an excellent workplace culture in multiple countries in the region. The data used in the calculation of the regional list comes from national lists published in 2019 and early 2020.