Emerging Workforce Trends - Part II
By Nada Steighner, NCC, CDF
In late October, I highlighted 5 emerging workforce trends that were being shaped by the pandemic and as COVID numbers continue to rise, the reality of these workforce practices might be more permanent. As the year wraps up, I wanted to focus on additional emerging workforce trends that will leave a lasting effect on our eventual post-pandemic world.
Remote and Hybrid Roles are here to stay
Due to the pandemic, most companies were forced to transition employees to remote work earlier this year. The pandemic numbers have fluctuated, allowing some employees to return to the office but not at previous levels due to pandemic restrictions. According to the HR consulting firm Gartner, 80% of company decision-makers will continue to allow employees a flexible schedule post-pandemic. This is important for job seekers to keep in mind when interviewing, especially if the salary they are offered is lower than expected. Make sure to discuss salary and flexible schedule to see if it works for you before accepting an offer.
Remote work or hybrid roles make sense as companies that are able to ride the wave of the pandemic, might reap the benefits. Flexjobs reports that working remotely is more cost-effective, increases employee productivity, attracts and retains talent, increases employee job satisfaction, and is good for business overall. More importantly, employees who work remotely or have a flexible schedule actually retain an average of $4,000/year by not commuting and not eating out as much, according to Review 42.
Remote Work Challenges
Communication. As remote and hybrid job roles increase, they also present challenges. Many companies that were not set up for remote work prior to the pandemic are still adapting to changes in communication with employees and stakeholders regarding work expectations, productivity, engagement, and job satisfaction. This hasn't been an easy task as managers, employees, and stakeholders have to find the appropriate software and applications that best suit their teams, learn how to use software appropriately, and learn how to adjust to work-life expectations.
Compliance. While companies are still trying to provide the status quo, it's hard to measure employee performance and productivity on a virtual basis as compared to performance in the office. Depending on the size of the company, resources, and leadership responsiveness, reorganizing compliance standards may take some time and it might be years before most organizations develop a concrete process.
Security Risks. Since most job seekers are now working remotely, this also means a greater chance of cybersecurity attacks. 54% of IT professionals believe remote workers are at a greater risk of data leaks compared to working in the office, and companies will need to make more of an effort to protect personal identifying information (PII) and to prevent other security risks.
Soft Skills Aren't So Soft
There are important soft skills that a job seeker needs to possess in order to be a valuable employee and these skills directly impact remote work performance and productivity. Forbes suggests collaboration, written communication, focus, time management, and adaptability are the most in-demand skills an employee needs in order to be successful working from home. It's very important that job seekers be able to demonstrate these skills in their online presence, resume, cover letter, and interview.
The Desire for Meaningful Work and Companies
Individuals that have been laid off due to the pandemic are using this opportunity to look for jobs where they will make a difference, even if it means taking a pay cut. More importantly, they are researching companies’ employee satisfaction ratings and looking for diversity and gender transparency in order to make a better determination about whether the company culture aligns with personal values and priorities throughout the hiring process.
Minimizing Wage Gaps and Increasing Diversity
Single parents, especially women, have been impacted the most during this time. Many aren't able to go back to work since they have monitor virtual learning for their children. The unemployment rate nearly doubles if the individual is not Caucasian, according to the Rand Corporation. And since wages for women are not equal, it makes it difficult for them to pay for expenses, childcare, and try to have disposable income. As mentioned previously, job seekers will be researching to find employers who demonstrate that they incorporate inclusion in leadership positions, offer diversity training in the workplace, pay livable salaries, and/or have reasonable benefits (flexible schedule, healthcare benefits, educational reimbursements, and so on).