Since Covid, we have seen a rollercoaster of responses from employees and employers, continually adjusting over time. Initially updates to contracts, concerns for health and safety, rushing to update IT equipment and adapting to new ways of working were the priority.
Things have now more settled, and many businesses are focussing on bringing people back to the workplace. This has involved some tricky negotiations with employees about when, where, and how they would work going forward.
Many employees have been working from home, either partially or fully, for some time, and many remote roles have been created. For the most part, this has been a positive change, allowing more flexibility for employees to juggle work and home life and creating a wider pool of talent for many employers. Some employers have been able to save significant costs on office space.
However, some downsides are becoming apparent. Fully working from home can be very isolating and lonely, requiring significantly increased screen time. A survey conducted by Nuffield Health revealed that 80% of people believe that working from home has hurt their mental health. Employees tend to work longer hours at their home-based desks, with no boundaries to encourage them to log off at a reasonable time each day.
Maslow’s hierarchy of needs has long stated that a sense of belonging is integral to human motivation. We know that employees feeling connected to their employer is crucial for engagement and job satisfaction. Being in the office, with a dress code and unique daily culture, has previously played a huge role in shaping and creating that feeling of connectedness and bringing alive the values of the business.
I have such vivid and exciting memories of the different offices I have worked in. The intelligent, clinical and professional world of finance in Canary Wharf. The lively, noisy and energetic world of recruitment. The vibrant, colourful, fun world of hospitality.
Maybe it is some nostalgia on my part, but I believe having a suitable and unique space to connect with other employees is key to ensuring your people feel part of the company and connected to the business’s goals and values.
We see this done in creative ways through local working group meetings in coffee shops, monthly team meetings held in hired office spaces, and the return of team-building days and events.
If you haven’t seen your employees in person for months or years, make this a priority in a way that suits you and the culture of your business.
For further advice and guidance on managing remote employees or to arrange a team building session, contact one of the Emphasis team at 01794 874232 or hello@emphasis.uk.com
By Mel Stacey
