Global workforce expectations are shifting due to

The results are in: over 2,000 office workers told us their thoughts about the workplace and how their priorities are different now than before the pandemic.

01 gennaio 2020

As many countries go through lockdown again, companies around the world are realising that the way they work will drastically change over the long term. With the forced mass work-from home experiment, employees have shown that, if supported by the right technology, they are able to work remotely and efficiently. They have also demonstrated their loyal engagement and commitment in highly challenging times. In return, they are voicing new expectations that employers can no longer ignore.

How to embrace the new work-life priorities and expectations of a liquid workforce
  • Remote work is set to double, from 1.2 days pre-pandemic to 2.4 days a week
  • The future will be hybrid. 66% of employees are expecting to be able to work from different locations post-crisis.
  • Work from-home is not the panacea. 74% of employees still want the ability to come into an office.
  • The crisis has driven employees to rethink their life priorities​. Work-life balance has overtaken securing a comfortable salary​.
  • Employers are facing new mental, physical and social well-being expectations.
  • The rise of remote work is raising new questions about employer’s responsibilities.
  • Employees are calling for a human-centric workplace. This will require new CRE and HR synergies.
It is time to rethink space allocation in-depth and to promote a new model of ‘space as a service’.

In order to meet new workforce expectations, employers will have to accelerate the switch from providing spaces to support individual work to offering a variety of on-demand spaces dedicated to collective needs. Employees are conscious that a ‘new deal’ needs to be sealed with their employers: more freedom and choice, and more remote work and diversity in the office in exchange for their individual desk.

To reimagine the Human Experience, HR & Workplace teams must work hand in hand…
  1. Decode the long-term impact of remote work on working and living patterns. ​
  2. Size the opportunity​ to sustain and reinvigorate​ employee engagement. ​
  3. Build a worker-centric workplace.

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