The COVID-19 pandemic changed many aspects of our lives forever. Masks and social distancing were suspended as the Pandemic lifted. I bet most people purged their cars and homes of masks, hoping never to have to wear one again. Other changes are not so easily defined, and one of these would be the workplace environment.
People either lost their jobs until COVID ended, had their workplace modified so they could continue to work, or their job was changed to remote, meaning they could work anywhere they had an internet connection. These remote jobs were the slowest to respond after the Pandemic. Many workers became accustomed to “working” from home and were resistant to returning to a brick-and-mortar office. This new thinking did not sit well with traditional and more conservative leadership/ownership teams and set up a line of demarcation to be negotiated. I put “working” in quotes because most people are not disciplined enough to work unsupervised at home; therefore, productivity suffered, as did any team environment.
The other side of the equation, and possibly a weaker argument, is that workers are happier, healthier, and more productive for the time working when they are remote. They find the work/home balance beneficial to their professional efforts. The time saved by not commuting was advantageous to both sides of their life balance, and the reduced stress allowed them to focus more on their tasks. These points may sound good, but who is actually setting the criteria, the company or the employee? […]
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