The Remote Work Burnout is Real: Here’s What You Need to Know

In the wake of the pandemic, remote work swiftly became the norm for countless businesses worldwide. Over a third of employees now work, at least partially, remotely. The shift is heralded for its safety, convenience and liberation from the dread of an employee’s daily commute. However, it also bears a downside that looms large: burnout.

The boundaries between professional and personal life blur easier in a remote work situation, leaving many grappling with a constant work-life merging. The tools that enhance connectivity often become instruments of perpetual availability, intensifying the pressure to perform constantly.

A staggering 86% of employees who work from home full-time experience this phenomenon. The absence of physical detachment from the workspace can erode the much-needed respite, leading to a palpable sense of burnout.

Discover the nuances of this remote work phenomenon, focusing on its impact on mental health and productivity and the strategies to mitigate this looming threat. If you’re a business seeking to improve employees’ work ethic or an employee who’s struggling with the daily digital grind, read on to learn more about the issue.

READ: Overcoming Career Burnout — 3 Strategies for Leadership Longevity

Why does remote work exacerbate burnout?

Remote work blurs work-life boundaries, increases screen time and your constant “availability” that digital tools amplify. The lack of physical separation from the workspace leads to prolonged working hours, difficulty disconnecting and heightened pressure to always be accessible, fostering an unceasing work culture.

The absence of a clear distinction between professional and personal spaces renders remote workers susceptible to a relentless work-life blend. The digital environment also becomes a vortex where the delineation between clocking out and leisure dissipates.

From meetings to communication and general work, additional screen time converges on the same device, leading to cognitive overload and a perpetual state of “being online.” This exacerbates the pressure to perform and devastating any time for much-needed respite.

The setup drives these compounded factors, contributing to an environment where the risk of burnout intensifies.

READ: Adapting to the New Norm — Post-Pandemic Work Culture and the Future of Remote Work

How to mitigate remote work burnout

Amidst the rising concern of remote work-induced burnout, employers and employees alike hold the key to fostering a healthier work environment in this digital setup.

There’s a collective responsibility for well-being in a remote work landscape. Cooperation between management and employees is necessary to achieve and maintain the benefits of remote work without sacrificing health and productivity.

For employers

Here’s how you can support your employees past their remote onboarding to maximize their efficacy without sacrificing their well-being.

1. Respect boundaries: Encourage a culture that respects off-hours. Refrain from sending non-urgent emails or messages outside of agreed-upon work hours.

2. Set clear expectations: Define work hours and communication protocols explicitly to prevent the assumption of constant availability. Also, compensate for any overtime or extra work your employee renders.

3. Promote breaks and time-off: Encourage regular breaks and vacations to allow employees to recharge until they’re ready to handle further tasks.

4. Provide support: Offer resources such as mental health services or counseling to support your employees and maintain their health. A support system can do wonders for your employees’ health and morale.

READ: Managing a Remote Work Team with Communication and Ease

For employees

Your participation bolsters the collaborative effort to make work-life balance possible. Here are steps you can take to mitigate the risk of burnout.

1. Define work boundaries: Set clear boundaries between work and personal time, adhering to designated work hours to avoid overworking. However, don’t take advantage of boundary-setting to get away with underworking.

2. Create a dedicated workspace: Establish a separate area for work, if possible, to set a clear divide between professional and personal spaces. Remove distractors in the working environment and remove work-related items in your leisure spaces.

3. Take regular breaks: Incorporate short breaks or step away from screens for a while to let your eyes and mental state rejuvenate throughout the day. If you can, leave your phone behind so you can completely disconnect and recover quickly.

4. Communicate needs: Openly communicate with your employers about workload or stress levels to avoid potential burnout triggers. An open dialogue informs you of what to expect and what your employers can expect from you, tempering both parties’ expectations.

Out with Burnout

Remote work has undoubtedly changed the way many businesses operate. From cost-cutting to added family time, a setup like this allows for better flexibility with one’s time.

However, despite these benefits, it also comes with many drawbacks as employers and employees like Laike need help to find balance in handling each other’s newfound freedom.

Burnout’s detrimental effects ripple widely, fostering increased employee turnover and diminishing quality of life and work outputs. Mitigating burnout demands a collective commitment from employers and employees alike to nurture a culture that prevents its grip rather than perpetuates it.

 

Valerie Chua headshotValerie Chua is a Content Specialist at Manila Recruitment, a company providing headhunting solutions for recruiting executive, expert, technical, and specialist positions in the Philippines.

Transform Your Workspace: Feng Shui Strategies to Increase Productivity in Your Home Office

Many of us love the idea of working from home. No more lengthy commutes or the rigidity of a 9-5 office routine can seem like a breath of fresh air. However, those new to the remote-working lifestyle sometimes discover that maintaining productivity outside a traditional office setting has its own set of challenges.

While it can be hard to diagnose exactly why a relaxed working atmosphere doesn’t provide the same level of productivity as an office, it’s likely that some of the common issues revolve around your workspace and its surroundings.

This is where recognizing the benefits of Feng Shui and how it can be applied to your workspace comes into play.

READ: Adapting to the New Norm — Post-Pandemic Work Culture and the Future of Remote Work

What exactly is Feng Shui?

While many recognize the term “Feng Shui” and link it to a specific design style, its leading principles go much deeper. This ancient Chinese philosophy is steeped in a rich 4,000-year history and is about much more than just aesthetics.

Translating to “wind and water,” the core of Feng Shui is about creating an optimal energy flow in living spaces. This is known as “chi,” and when properly balanced, it can bring harmony and peace to your surroundings. This design principle is applied in a wide range of spaces, from homes and offices to gardens to anxiety and trauma therapy centers.

A complimenting element of Feng Shui is known as the Bagua. This is an energy map that divides a space into nine different areas, each representing different aspects of life, such as career, relationships and health. The Bagua map is what can be used to help arrange specific elements of your office so that it increases the flow of positive energy and helps to support productivity.

Feng Shui tips to enhance your remote office

While Feng Shui may sound like a fairly complex principle to try and implement into your remote office, the truth is there are simple and practical ways to start benefiting from the practice. Let’s take a look.

READ: 5 Tips for setting up your home office

Proper desk placement

When you think of an ideal home office setup, it all starts and ends with a great work desk. However, while investing in a great, ergonomic desk might be one of the most beneficial office tools you purchase, there can be real downsides if it’s not optimally placed.

In Feng Shui, how you place your desk in your office is important. Your desk should be positioned so you can see the door clearly while not being directly in line with it. This helps balance both security and openness.

If you find yourself in a position where you’re seated with your back to the door, consider placing a small mirror on your desk directed towards the entrance. This way, you can spot anyone coming in and reduce feelings of vulnerability.

Harnessing the Power of Natural Light and Colors

Most of us are programmed to use ceiling lights and lamps to light up our working areas. However, there are significant benefits when being able to allow natural light into your working areas.

Natural light helps to promote alertness and focus in Feng Shui. There are also benefits when choosing earthy tones like light yellow, pale green and beige when it comes to color selection in your office. This can almost be considered a form of art therapy, with the colors helping to keep your mind clear and focused.

READ: How to Utilize Color Psychology to Boost Your Digital Marketing Efforts

Manage your clutter effectively

Many people like to think they function better when working in a state of “organized chaos.” But this thinking goes directly against the philosophy of Feng Shui. Clutter, whether physical or digital, can create an imbalance and chaos in your work environment that doesn’t equate to better productivity.

Instead, take the time to regularly declutter your working space and make it a goal to only have necessary items you actually use within arms reach. This is why it’s important to have proper storage solutions in your office, like drawers, shelves or desktop organizers.

Bringing Nature Into Your Office

Nature plays a big post in Feng Shui principles, and being able to bring it into your workspace as much as possible is important. Introducing natural elements can help establish a more serene working ambiance, making it an effective method to alleviate stress and sharpen concentration.

A popular approach to infuse this Feng Shui principle into your home workspace is through the use of plants. While different plants influence moods differently, it’s often best to opt for low-maintenance varieties such as succulents, peace lilies or snake plants. You can also add more elements of nature, like a running water fountain, to bring in more positive energy.

Careful Placement of Mirrors

Mirrors can be used strategically in an office to enhance its Feng Shui. They can help to redirect energy and make a space look larger and more open. However, while mirrors can help with good Feng Shui, they can also cause harm if placed in the wrong area.

If you place a mirror behind your desk, it is considered a “poison arrow,” which causes restlessness and can be distracting to your work. Whenever possible, mirrors should be placed on the side of your working space so that they reflect the working area and enhance the other elements you’ve placed in it.

Minimize the presence of sharp angles and corners

Not everyone has a choice of the office space they have at home. However, another principle of Feng Shui is trying to avoid what is known as “sha chi.” This is killing energy that can be amplified if your workspace is made up of too many sharp angles or corners.

When arranging your furniture in the office, don’t have sharp edges facing toward your working area. If you don’t have the option of moving or changing the furniture around, you could place plants strategically in certain areas or use fabrics around the furniture that help to smoothen edges.

Let Fung Shui give back your productivity

Whether you’ve been working remotely for some time now or just started, it’s important to create a working environment that gives you the ability to be creative and productive. Applying Feng Shui concepts to your home office can add balance and harmony to your work environment. This, in turn, can lead to more success in both your professional and personal life.

 

Dr. Hannah Yang HeadshotVisionary and healthcare entrepreneur by passion, Licensed Psychologist by training, Dr. Hannah Yang loves creating new possibilities in the world of mental health and wellness. Dr. Yang established Balanced Awakening in 2015 as a niche psychotherapy practice for women. As Balanced Awakening flourishes in Chicago, and soon Miami, she also loves to tap into her passion for design and Feng Shui to create fabulous environments for herself, her team, and clients.

How the ‘Coffee Badging’ Trend Is Brewing Trouble for Hybrid Work Models

“Coffee badging” is the latest work trend attracting attention. The practice describes workers who go into the office long enough to drink a coffee so they can technically comply with their employer’s requirement to spend a certain number of days in the office. However, once they finish socializing with coworkers, employees leave the office to work from home.

Workers may not have the same unanimous motivations for coffee badging, but there are common themes in the data. According to the 2023 Survey of Working Arrangements and Attitudes from the organization WFH Research, almost six in 10 employees said “no commute” was the top benefit of working from home. The second most popular benefit was saving on gas and lunch costs, closely followed by flexibility over when work takes place and less time spent getting ready for work.

Employees who coffee badge may be following hybrid work protocols on the technicality that they are making an office appearance. However, there are troubling consequences of this latest trend.

Employees who stay in the office for an entire day’s work may feel upset by seeing their coworkers take advantage of hybrid work policies and lose respect from their staff if they cannot adequately enforce them. Coffee badging can also reduce the time teams spend on collaboration and undermine attempts to build a cohesive work culture.

Coffee badging is another obstacle in efforts to convince workers of the value of the office. Employers need to make in-person work meaningful for their teams if they want to successfully combat coffee badging. Three successful tactics to do so are addressing commutes, creating opportunities to socialize or collaborate and practicing open communication.

READ: Best Hybrid Work Strategies — Success in the Post-Pandemic Corporate World

Minimizing transportation costs

Data shows commuting and gas costs are a major reason why professionals like to work remotely. In the case of coffee badging, employees may not be saving money on gas, but they may be avoiding a nasty commute. There are several strategies employers can use to make commutes more bearable for their teams. 

Flex hours can allow employees to come into the office before or after rush hour. While it is important their flex hours overlap with other team members, a few hours of overlap is often enough for productive collaboration and innovation. Leadership can introduce policies encouraging employees to call into meetings from the car, so they maximize the value of their time. 

Commuter benefits can also increase overall attendance at the office and convince coworkers to stay longer. Parking reimbursement, pre-tax funding benefits, public transportation coverage and gas gift cards can encourage employees to return to the office.

Finally, be creative about ways to bring fun to commuting. Cultural initiatives like employee audio book clubs or a company podcast can also give workers something to do during their commute. 

READ: Adapting to the New Norm — Post-Pandemic Work Culture and the Future of Remote Work

Create opportunities to socialize and collaborate

Despite the coffee badging trend, workers do see value in the office. The 2023 Survey of Working Arrangements and Attitudes also found 62% of workers said socializing with co-workers was the top benefit of working from the office, while 54% chose face-to-face collaboration. The challenge for leaders is to ensure employees understand the value of these in-person interactions.

One first step is encouraging employees to socialize at work. While it is important for employees to prioritize their job duties, their productivity and focus can benefit from short breaks throughout the day. Personal connections between team members can also help them work together more effectively. Consider setting up a coffee station in the breakroom to encourage conversation or hosting happy hours after work at a nearby restaurant.

It is equally important to create space for employees to collaborate. Promoting open discussion, incorporating team-building activities, setting goals and expectations, encouraging personal bonds and offering learning and development (L&D) opportunities can all increase collaboration. When more employees see the benefits of the office as a space to socialize and collaborate, they will naturally want to spend more time at work of their own accord.

Focusing on open communication

Transparent and open communication is the final crucial element of addressing coffee badging. For employees who participate in coffee badging, the trend might seem like a harmless way to balance their work and life. They may not realize leadership might see coffee badging as an attempt to break the rules or a sign they lack interest in being a part of company culture. Overworked employees may see coffee badging as a way to ward off burnout, rather than approaching their manager to address the root of the problem.

Instead of “calling out” individual employees for coffee badging, it is important as a first step to openly address the trend with staff.

Begin by acknowledging leadership has noticed employees are only coming into the office for a brief portion of the day. Express empathy for employees who coffee badge, but be firm that the practice is not in the spirit of the company’s hybrid policy. Finally, explain why it is critical for employees to adhere to this policy and outline any initiatives to make coming into the office easier, such as flex hours or commuter benefits.

A general announcement can help most employees recognize the need to stop coffee badging, especially if they feel like leadership understands and hears their concerns about returning to the office. However, follow-ups may be necessary to enforce hybrid policies. Once management has directly addressed coffee badging with the entire team, it is then appropriate to follow up with employees who do not change their behavior. 

Coffee badging may be a frustrating trend for leaders who want their employees to see the value of working together in the same space. However, coffee badging reflects the challenges employees face when coming into the office, such as long commutes and burnout. By lightening the burden on employees and highlighting the positives of the office, leaders can reduce coffee badging and improve their organizational culture.

 

Niki JorgensenNiki Jorgensen is a Managing Director of Client Implementation with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.  

Adapting to the New Norm: Post-Pandemic Work Culture and the Future of Remote Work

New data published by the Federal Reserve Bank of Kansas City highlights the remaining gap in expectations between employees and employers on remote and hybrid work. In July 2022, employees reported they wanted to work from home about 42% of the time on average, twice as much as employers were offering at that point. Here lies the complications of the new post-pandemic work culture.

By November 2022, many employers had shifted their rules to accommodate employee preferences. The average employer in the study data allowed employees to work from home 28% of the week.

Despite compromise from employers, employees increased their preference for working from home to about 43% of the time, during this period. Employee expectations of working from home were still not aligned with their employers’ policies.

For many business leaders, this lingering gap can be a source of frustration. Management may struggle to understand why many employees do not see value in the return to the office three or more days a week.

While this frustration is completely understandable, leadership also needs to recognize the need for strategy and creativity in aligning workers’ preferences with business needs.

The solution is for leaders to refine the “why.” When employees understand the reasons and experience the value of in-office work, their preferences can shift in alignment with their employer’s needs. The requirements to make facetime feel meaningful include a robust organizational culture, strong mission and values, and ample professional development opportunities. The post-pandemic work culture doesn’t have to be at odds with your employees or bottom line.

READ: Best Hybrid Work Strategies — Success in the Post-Pandemic Corporate World

Resolidifying the post-pandemic work culture 

The coronavirus pandemic was transformational in many ways. Many organizations proved themselves capable of adapting at a breakneck pace to totally unforeseen circumstances. With the unforeseen pivot to remote work, staff spent weeks, months and, for some, years productively working remotely.

As challenging and lonely as the pandemic felt, many newly remote workers appreciated the ability to balance their lives more effectively. Some also went months, or even a full year, without visiting the office and experiencing the myriad of benefits from face-to-face socializing with coworkers.

While leaders may have hoped the benefits of facetime would be self-evident, that has not necessarily been the case for the majority of remote workers. In a 2023 survey from Pew Research Center, 54% of remote and hybrid workers said their work arrangement hurt how connected they feel to co-workers.

To convince the remaining 46% of the value of the office, leaders can tap into their employees’ desire for connection and build a culture that values relationships. Employee recognition programs, corporate social events and frequent, meaningful one-on-ones with managers can reinforce positive relationships at work.

When employees work in a culture that encourages connection, the time they spend at the office will feel more meaningful, personally and professionally.

READ: Navigating the Post-Pandemic Workplace — Struggles, Solutions and the Return to Office Culture

Strengthening mission and values

Mission and values are critical for employees to feel engaged and satisfied at work. However, there are signs that remote and hybrid workers are disconnected from mission and values.

According to a 2023 survey from Gallup, only 28% of remote workers and 35% of hybrid workers agreed that their company’s mission or purpose made them feel their job is important, plunging from 36% and 43%, respectively, who agreed in 2019.

This disconnect from mission and values could be another reason why the work-from-home expectations gap has yet to close.

Restoring employees’ sense of purpose in their job is a key step to closing the work-from-home expectations gap. The most important step is clearly articulating the purpose of the organization.

First, examine mission statements and core values to ensure they continue to align with day-to-day operations. Then, make your mission and values as visible as possible.

KPIs should tie into this mission so teams can connect their own daily activities with the organization’s purpose. Reference mission and values during corporate meetings, one-on-ones and employee reviews and consider displaying the corporate mission statement at the office.

Finally, leaders need to take accountability, both by modeling these values for their teams and by calling out actions that contradict them. When workers see their leaders walking the talk, they will feel a stronger sense of purpose in their work and greater interest in being surrounded by coworkers at the office.

READ: Navigating the New Era of Employee Engagement — Everything You Need to Know

Offering professional development

Senior leaders know facetime is critical for employees to build relationships and find the mentors they need to advance in their careers. However, workers themselves may not necessarily see the value.

In the 2023 Pew Research Center survey of remote and hybrid employees, barely one in three agreed that working from home hurt their opportunities to be mentored at work. Of course, mentorship opportunities should be accessible to all employees, no matter whether they work remotely or not.

However, the office should also be valued as an environment for mentorship and learning and development (L&D). Leaders can offer in-person “Lunch and Learns,” bringing employees together to learn new skills, or group mentorship events over happy hour. Even on a low budget, these events can use existing spaces at the office.

Not only can emphasizing professional development help close the work-from-home expectations gap, but it can also increase employee retention. A McKinsey study in 2022 found employers tend to underestimate how much employees value the potential for advancement, leading to higher attrition rates. By taking professional development seriously, employers can win over their workers in more ways than one.

Two years after the coronavirus pandemic began, the work-from-home expectations gap between employees and employers remains. The steps to closing the gap — a thriving organizational culture, a well-defined purpose and high internal mobility — are fundamental to an organization’s success.

 

Niki JorgensenNiki Jorgensen is a Managing Director of Client Implementation with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.   

Best Hybrid Work Strategies: Success in the Post-Pandemic Corporate World

Three years after millions of Americans worked remotely for the first time, remote and hybrid work is a staple of the corporate world. Many businesses, including major corporations, offer hybrid schedules for their employees. According to 2023 data from McKinsey, 80 million Americans would rather participate in flexible work schedules if given the opportunity.

Nonetheless, some employers remain skeptical of the benefits of hybrid work, believing it harms productivity. Businesses that once embraced 100 % remote work are now reversing their policies and requiring employees to come into the office up to three days a week. Not only can abrupt policy changes lead some workers to quit, but they can also cause controversy if they roll back benefits employees have come to rely upon.

Businesses questioning remote work may first wish to reevaluate their policies. With a thoughtful and well-developed remote work policy, based on communication, remote and hybrid work models can flourish. Leaders who want to refine their policies should gather data, test pilot programs and communicate openly.

READ: Navigating the Post-Pandemic Workplace — Struggles, Solutions and the Return to Office Culture

Evaluate the impact on the bottom line

Business leaders first and foremost must understand the impact of remote work on the bottom line. Three years since the coronavirus pandemic led to unprecedented levels of remote work, many employees are accustomed to a hybrid or remote schedule. Rolling back remote work options can lead to backlash and implementation challenges. For that reason, if leaders want to make changes to their approach, they need to justify the costs, both financially and culturally. One way to do so is by using KPIs to develop their strategy. 

Every business should develop its own useful KPIs to measure the impact of remote work on their financial bottom line, but when assessing remote work, it is equally important to use KPIs to track the impact on organizational culture. Quarterly anonymous employee surveys can assess job satisfaction and sense of belonging, both of which support an engaging work culture and may be impacted by remote work. In addition, businesses can examine methods of tracking worker engagement to understand if remote work is hurting or helping. In a best-case scenario, businesses will have access to historical data from similar surveys so leaders can make a direct comparison with the pre-remote work era.

After gathering these KPIs, leaders should analyze trends in the data to understand how remote work affects their business. From there, they decide if their current strategy benefits the business and can develop a new strategy or explore additional data if needed. For example, should employees report dissatisfaction at work or poor work-life balance, then a more detailed, anonymous survey with long-form answers can help unpack why and how remote or hybrid work may play a role.

READ: Navigating the New Era of Employee Engagement — Everything You Need to Know

Test programs

After gathering data, leaders can synthesize these trends to shift remote work strategies and can implement pilot programs to test policy changes. A pilot program approach is not right for every organization but can offer practical insights hard data cannot. Nor do these pilot programs need to impact the entire organization. While in some cases, the entire business could take part in these pilot programs, departments or teams are also helpful testing grounds.

Through a pilot program, leaders can better understand the impact on the organization. For instance, moving from a mandatory rotating three days in the office, to a preset two days in the office. These changes may seem simple in theory, but in practice, every hybrid or remote model offers pros and cons, which may not become clear until the new model is already in place. This testing phase, based on hard data, is critical to understanding the impact on employees and on the business.

READ: Battling the “Data Wheel of Death” in Business Development

Communicate openly

Fundamentally, whatever work-from-home policy businesses choose to implement, they need to be transparent with employees. Workers may feel surprised or upset if they feel a policy change reduces their flexibility, so it is important to engage them in a conversation about why these changes are necessary.

That begins with making it clear to workers that their feelings about remote work matter and reflecting the sentiment by asking them regularly about their happiness with current policies. Then, should businesses decide to pilot a new program or change policies, workers should be informed well ahead of time, so they are not caught off guard.

Leaders also need to communicate the reasons why policies are being changed. Workers will feel most invested in changes to remote work when they feel the business has carefully considered the impact on them as individuals.

The bottom line

While remote and hybrid work strategies may not be right for every business, they can offer benefits such as increased work-life balance and employee retention. Leaders who feel the need to change current work-from-home policies should collect data, consider implementing a pilot program and communicate with employees frequently along the way, so they can identify the most effective policy for their business.

 

Niki JorgensenNiki Jorgensen is a managing director of client implementation with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.  

Revolutionizing Employee Satisfaction: Unveiling the Role of Technology in Modern Workplaces

Technology has penetrated all aspects of life, including entertainment, communication, education and work, to provide users with the most stress-free experience. In fact, businesses have been heavily invested in adopting technology, as it directly influences workers’ comfort and satisfaction, positively affecting their performance and engagement; it’s a win-win situation that benefits both the company and employees.

So, in this article, we highlight the top factors contributing to employee satisfaction and how modern technology has helped reshape the work experience.

READ: Navigating the New Era of Employee Engagement — Everything You Need to Know

Factors contributing to employee satisfaction

Work-life Balance

Employees cannot achieve peak productivity without taking time away from tedious and numerous work tasks. In particular, remote work often does not allow for breaks or days off, which can increase physical and psychological stress. Therefore, it is recommended that workers limit their work hours to a maximum of 6-8 hours per day and allocate a minimum of one day per week to relax and unwind away from work-related stress.

READ: Navigating the Post-Pandemic Workplace: Struggles, Solutions and the Return to Office Culture

Job autonomy

Being restricted and controlled by a micromanager who wants everything done their way is the first step towards stifling a worker’s creativity and limiting work development to a single, narrow perspective. Instead, all employees should be allowed to approach their tasks as they deem appropriate, as long as they achieve the objectives. Creative ideas and talents can emerge under the right, flexible and empowering management, ultimately benefiting the company.

Recognition and rewards

All the time and effort spent on work can be wasted if it is not reinforced with appreciation shown through recognition and rewards. Kind words and a pat on the back can greatly impact employee satisfaction, loyalty and motivation. A cash reward for hardworking employees after a month of toil and achievements can also go a long way.

Elevating workplace convenience through innovative technological solutions

Technology has been essentially created for the benefit of humankind: to make their lives easier by simplifying tasks and enhancing problem-solving. Employing these innovations to promote employee satisfaction and increase profits has yielded remarkable results. According to the Global Council for Happiness and Well-being, “Organizations with positive well-being scores were, on average, 16% more profitable.”

Leading technological solutions that contribute to employees satisfaction:

Wireless charging stations

Wireless charging stations are a great addition to any office, allowing many devices to charge safely simultaneously. There is no need to provide a variety of chargers to accommodate different employees’ devices, as one of the top benefits of wireless charging stations is charging all mobile devices that support the wireless charging feature. Not to mention the aesthetic touch they add to the office by eliminating the uninviting appearance of tangled wires.

Smart desks and chairs

Because employee comfort is the number one consideration for a relaxed and productive work experience, desks and chairs must be of the highest quality. Smart desks and chairs adapt to the needs of workers and enhance their comfort and well-being. For example, a smart chair can monitor workers’ posture and how long they’ve been sitting and recommend a break. Desks should be adjustable in height to suit workers of all heights and prevent hand, back and neck pain.

READ: 5 Ways to Elevate Conference Room Technology

Flexible work arrangements facilitated by technology

Products that are capable of assisting employees and boosting their satisfaction don’t have to cost an arm and a leg; there are many free tools and applications online to benefit from:

Virtual collaboration tools

These tools provide an interface that allows workers to share work-related data and ideas regardless of their physical location, making it possible to work from home, the office or anywhere else. They create an artificial workplace where all remote workers can be familiar with their tasks and responsibilities, communicate and keep track of progress. 

There are many virtual collaboration tools available, but our favorite choice is Slack. It offers a user-friendly interface, facilitates video calls, messaging and file sharing, and is compatible with Google Drive.

Compressed workweeks schedules

While many workers prefer to work long, extended hours three or four days a week and have the rest of the time off, several online scheduling tools provide well-structured plans for such arrangements. 

The bottom line

Achieving employee satisfaction is one of the most important concerns for any employer. Teams cannot achieve the company’s objectives and yield profits until they are comfortable and satisfied. Employing technology for this purpose is a smart move and a guaranteed investment that will bear fruit within a short timeframe.

 

Anna White is a dynamic Tech Entrepreneur known for her relentless drive for innovation and transforming ideas into successful ventures. With a proven track record of launching and scaling tech startups, she excels in identifying market opportunities and developing groundbreaking solutions. As a visionary leader, Anna assembles talented teams, fosters a culture of creativity, and executes strategic plans that drive business growth. Currently, she works with NYTSTND, where she continues to disrupt industries and shape the future through her innovative ventures.

Fake Flex: The Underlying Risks of Misleading Job Postings and Recruiting

Flexible work arrangements remain very important to job candidates, so it is no surprise many job posts emphasize remote or hybrid work arrangements. Almost a third of hybrid employees, and almost two thirds of remote employees, expressed they would be extremely likely to look for another job if their employer decided not to offer remote work opportunities, as measured by Gallup in May 2023.

READ: Managing a Remote Work Team with Communication and Ease

However, not every role advertising flexible work arrangements lives up to that promise. In a continually competitive labor market, some organizations are selling themselves to candidates for their flex schedules, only for new hires to discover the job is not as flexible as advertised.

Flexible schedules and remote work options give employees greater autonomy over when and where they work. Many organizations have reasonable guidelines about when and how often employees need to work in the office. That being said, some rules are more restrictive than others, and not all recruiters are upfront about these rules in job interviews.

Even if recruiters do not see themselves as deceptive for withholding specifics on flexible work policies, candidates may feel differently. It is critical to be honest in job descriptions and throughout the recruitment process in order to find the best fit. Employers should be transparent, focus on culture and consider their policies carefully.

READ: Navigating the Post-Pandemic Workplace — Struggles, Solutions and the Return to Office Culture

Be transparent

Candidates want flexible work opportunities, but most understand there may be limits on how flexible they can be. A McKinsey survey in June 2022 found 58 percent of Americans work remotely at least one day a week and 35 percent can work remotely five days a week. With policies that vary widely, savvy job candidates know their next employer may allow more, or fewer, remote workdays than their current employer.

Employers may have concerns that being too explicit about their remote or hybrid work policy could drive away candidates if they offer less flexibility than competitors. However, that ultimately wastes time and resources because candidates who highly value flexibility are unlikely to accept an offer and could even feel misled by recruiters.

The best choice is to clearly state attendance policies in a job description, reiterate them during the interview and allow candidates to ask questions. While excessive detail is not needed, job posts can simply state the number of days employees are required to be in office. Exceptions or addendums to the policy can be shared during a phone or face-to-face interview. If there is a waiting period for remote work benefits, candidates should be informed before they sign their offer so they can make appropriate arrangements for travel, childcare or other personal obligations.

READ: Overcoming Hiring Challenges — 4 Strategies for Companies to Attract Legal Talent in Colorado

Focus on culture

Candidates can possess the skills and experience necessary for a role but may struggle without a good culture fit. When businesses are not transparent with candidates about the nature of their flexible work policies, they undermine the trust needed to build a strong culture. Businesses also misrepresent their culture, which is shaped in part by how and when employees work.

It is true that being open about flexible work policies may lead some candidates to self-select out of an applicant pool, out of the desire for more flexibility. However, the converse is also true that some candidates will prefer to spend more time with colleagues in the office and may not apply to a job that seems too focused on remote work.

If businesses do not clearly state their policies during recruitment, they risk driving away candidates who might have thrived with more face-to-face workdays. Recruiters should communicate not only flexible work policies, but also how these policies shape organizational culture, to find candidates with a strong culture fit.

READ: How to Craft an Ideal Employee Experience Strategy — 6 Easy Steps

Evaluate flexible work policies

Businesses are unlikely to withhold information about their flexible work policies for no reason. In many cases, recruiters may feel as though their employer’s policies make it more difficult to attract high quality candidates, especially if highly flexible work policies are an industry standard. However, misrepresenting flexible work rules is not an answer. Rather, employers may need to reevaluate their standards.

Every business has differing needs, some of which may require more in-office time than others. For instance, teams which collaborate frequently may benefit from face-to-face brainstorming more than teams working more independently. However, if research reveals competing organizations do offer greater flexibility, organizations need to ensure they can explain why.

The most important part of reevaluating a flexible work policy is understanding why the policies are in place and communicating those reasons with new hires and existing employees. Candidates are much more likely to accept limitations on flexible work when they feel their potential employer has a sound explanation.

Misleading job candidates is never acceptable. By being upfront, prioritizing culture and assessing their existing policies, organizations can manage expectations around flexible work arrangements and find the top talent for their needs.

 

Niki JorgensenNiki Jorgensen is a Managing Director of Client Implementation with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.

Maximize Learning and Development Programs in the Workforce: Summertime Strategies for Business Success

During the summer, many companies function with skeleton teams as many employees take PTO. With team members in and out of the office, there is not much need for a large employee training initiative. However, the silver lining of more people out of the office is the opportunity for leadership to evaluate and refine learning and development programs for the fall. HR can also pursue creative strategies during the summer so learning and development continue throughout the year.

READ: Managing Summer PTO — 4 Easy Tips

These strategies not only support employees, but they also keep businesses competitive. According to the LinkedIn 2023 Workplace Learning Report, skill sets for jobs have shifted by about 25% in the past eight years, with the number expected to reach 50% by 2027. It is no surprise almost nine in 10 learning and development professionals told LinkedIn that proactively building employees’ skills will assist in navigating the future of work. Leaders can be proactive in their business by introducing remote learning options and a learning partner program, pursuing leader development and planning ahead during the summer months.

Offer remote options

During the summer, employees may take advantage of flexible scheduling arrangements to work remotely. As a result, in-person learning and development programs may attract lower attendance and see diminished impact. To ensure employees still have access to learning and development opportunities, businesses can offer remote options.

A variety of free and paid resources for learning exists online, but whatever learning platform businesses choose to use, the most important step is to educate employees about their options. Communicate with employees throughout the summer and encourage them to set goals for learning and development with their managers. The summertime slowdown can give employees opportunities to gain needed skills, which can help them hit the ground running once business picks up in the fall.

READ: How To Balance Supporting Your Remote Workers and In-office Employees

Consider a learning partner program

Businesses have long recognized the benefits of “buddy system” programs at work to help new employees learn from a more experienced colleague. The “buddy system” approach has similar benefits from a learning and development perspective, allowing employees to learn from and motivate one another during the summer months.

Learning partner programs can be highly flexible with summer schedules. Because the focus is on exchanging information between only two employees, partners can find times which work for them. Each learning partner is free to focus on a subject relevant to their own job duties but gains the benefits of their partner’s knowledge. 

Focus on leader development

The summer is often the slowest time of the year, allowing managers and leaders the opportunity to focus on their own development. Businesses should not let the opportunity go to waste. In a reflection of the need for leader development across the board, approximately 90% of respondents to the Deloitte 2023 Global Human Capital Trends agreed leadership capabilities are important to their organization’s success, but only 23% thought their leaders capable of managing their organization in unpredictable times. 

That makes summer an essential time to focus on leader development. Whether internal or external, leadership development programs will leverage slower months for maximum gain. While managers need a chance to rest, too, learning itself can help leaders to revitalize, relax and resharpen their skills ahead of busy season.

READ: Mastering Leadership — Top Tips for New Business Owners to Empower and Guide Their Teams for Success

Prepare for the fall

As much opportunity exists to elevate learning and development during the summer slowdown, leaders should recognize the biggest gains are fall through spring, when employees are more present. Summer is optimal for planning and for redeveloping training materials, especially if businesses expect new hires or interns to join their team in the fall.

Leaders can use the summer to review training programs, survey employees on their effectiveness and think holistically about skills gaps in their workforce. When critical employees are out for summer PTO, managers may also become aware of areas where their teams need additional training. They can then perfect training materials to close these skills gaps in the fall.

Learning and development is an essential element of business success. Remote learning options, learning partner programs, leader development and preparation for the fall are the most effective summer strategies for learning success. By using the summer strategically, leaders can ensure their employees have the skills they need to succeed.

 

Niki JorgensenNiki Jorgensen is a Managing Director of Client Implementation with Insperity, a leading provider of human resources offering the most comprehensive suite of scalable HR solutions available in the marketplace. For more information about Insperity, call 800-465-3800 or visit www.insperity.com.  

Navigating the Post-Pandemic Workplace: Struggles, Solutions and the Return to Office Culture

Over the last three years, many companies did what they deemed necessary to keep their employees happy in the face of a high unemployment rate, low labor participation rate and high inflation.  

They surveyed employees on their willingness to return to the office, and for how many days, with or without a dedicated seat. Some performed space planning, and even started to negotiate deal terms based on these plans. All this, ultimately, to find that their employees either didn’t want to share a seat or all wanted to be in on the same days — resulting in a need for just as much space, if not more. As such, the overarching trend of today is that of a slow revival of pre-pandemic office layouts, with the addition of more conferencing. 

READ: How To Balance Supporting Your Remote Workers and In-office Employees

Remote work is straining employees and company culture

Time and more accurate data collection have provided a better understanding of the implications of remote work. Chief among these are hindered communication, higher attrition and stifled career development. Employee attrition is approximately 79% higher for remote employers versus hybrid employers, and approximately 51% higher for remote employers versus office-centric employers, according to LinkedIn Talent Insights. 

In-person presence is indispensable when it comes to building company culture and curating mentorship — especially for certain subsets of employees. A working study by economists from the Federal Reserve Bank of New York, the University of Iowa, and Harvard University has dubbed this phenomenon “the power of proximity,” noting its particular importance for younger employees. Additionally, the researchers found that in-person benefits only apply when the entire team is present — even one remote teammate can result in decreased collaboration between remaining employees.

Productivity and culture become incredibly important when times are tough, and businesses need to dig deeper to solve problems. Companies are putting themselves at serious risk when employees are disconnected and trust erodes. 

READ: How to Prevent Loud Quitting — Strategies to Boost Employee Engagement and Culture Fit

Expected real estate savings are not being realized 

Expected real estate savings from overall portfolio downsizing are not being realized by the large majority of companies. Many employers are paying more per square foot for higher quality space or investing in additional amenities to improve employee experience.

This, combined with heightened turnover from remote work, is driving increased expenses. Economic constraints are also in play, with interest rates top of mind for many corporate office users and investors alike. Historically low leasing activity and significant sublease space on the market are further fueling risk aversion among lenders and building owners.

Given the influx in vacant space, most tenants would think this is a great time to strike a deal. However, in many cases the concessions or upfront capital contributions from landlords are becoming increasingly constrained. Construction costs are still elevated at a time when many tenants are looking to rework their layout, and security deposits are being heavily scrutinized as owners and lenders focus on credit quality. These factors are causing companies to revisit existing space conditions, leading to a higher usage of the pre-pandemic buildout.

READ: How Do Interest Rates Impact Real Estate Investing? 

Pre-pandemic policies are seeing a revival

Between lackluster retention, collaborative dysfunction and minimal real estate savings, office users are shifting away from pandemic-era work policies and returning to a more traditional model. Last year saw a 13.4% drop in the share of businesses operating hybrid models, with the financial sector experiencing an even more dramatic decrease, from 44.9% to 22%.

Remote work will persist for some organizations. Companies with less-specialized workforces and easily measured productivity standards, such as call centers or late-cycle mid-cap tech companies, continue to show a higher propensity for remote work, albeit a shrinking share.

And a return to the office and pre-pandemic policies doesn’t mean employees aren’t seeing change. Employers are investing in more collaboration areas and new technologies to ensure a superior employee in-office experience. 

The next step for companies

Companies have put in a great deal of time and effort over the last three years to accommodate massive societal changes to the workforce. Going forward, they should not let time be their enemy in considering a revival of the historic office approach. 

Companies should also be transparent in their intentions, fostering predictability at a time when very little exists. Communication builds trust and strengthens employees’ understanding of how the office serves them and their work. 

READ: Managing a Remote Work Team with Communication and Ease

Part of this means becoming more comfortable enforcing stricter return-to-office policies. Sixty-five percent of companies surveyed in CBRE’s Spring Occupier Survey reported requiring some degree of in-office work, but only 57% are tracking attendance. This lack of enforcement discredits the policy and breeds distrust among employees. 

Finally, people are the most important amenities to any space. It should be reinforced to employees that they are respected and valued, and that their physical presence in the office makes a difference. 

 

Anthony Albanese 2021 Anthony Albanese and Nicholas Weld specialize in office occupier representation at commercial real estate services firm CBRE in Denver. They lead a team of specialists focused on Downtown, Southeast, Northwest, and Boulder, as well as industry verticals. The team takes a consultative approach that is tailored to each client to make informed decisions and creatively problem-solve. By leveraging CBRE’s global real estate technology and platform, theyhelp clients visualize the impacts of their real estate decisions through customized service offerings, such as location analysis; lease negotiation; global portfolio management; workplace strategy; financial modeling; lease versus own analysis; project management; and labor incentives, among others.

 

 

 

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How Kieding is Creating Flexible and Collaborative Workspaces for the Modern Era

Since 1974, Kieding interior architecture and design has consulted on, planned and designed more than 12,000 projects in the Denver area and in 26 states, with projects ranging in size from 500 to 500,000 square feet. The firm specializes in corporate office planning and interior design consulting services largely for office spaces but also for some light industrial, retail and small medical offices. 

Though the company is named for founder Warren Kieding, the firm today is 100% woman-owned by architect Tia Jenkins and designers Katie Winter and Kim Hoff. After 10 years at the company, Jenkins bought the firm from Kieding in 2007. Hoff and Winter became co-owners two years ago. 

Just as workers were forced to be flexible and businesses to pivot during the COVID-19 pandemic, designers of business spaces focused on flexibility to create spaces for the new paradigms in work. 

READ: Creating a Home Office — Optimizing Audio Stimulation and Sound Quality for Productivity

“The office is now competing with the comforts of home,” Winter says. “What makes it feel good is that it feels more like a hospitality space, like a restaurant or hotel feels like. Amenities are key to that. Your space is inviting with a great break area where you can chat with your co-workers.”  

More appealing common spaces and multi-purpose kitchens are overtaking bland coffee break areas and utilitarian lunchrooms. Cubicles are on the outs, but shared workstations with standup desk options and lockers to store personal items are trending, Winter says. 

“Collaborative spaces must feature a variety of seating types and environments,” Hoff adds. “Workspaces continue to incorporate right-sized smaller private offices. These offices feature larger glass sidelights for better natural light to the interior.” 

READ: TARRA — A New Way for Women to Work

Private offices are still important but have shrunk as more people work a hybrid schedule with more time from home. Instead of grand reception areas and huge conference rooms, businesses are spending money on technology and smaller huddle rooms that can double as Zoom rooms. 

When many businesses slowed down during the pandemic, the team at Kieding stayed busy redesigning office spaces as businesses continued to morph operations and schedules. In some cases, building owners saw the opportunity of fewer people in office buildings to remodel common corridors and restrooms, Winter says. 

At Kieding, the design process starts with a computerized “test fit” using Revit software to make sure the new tenant’s needs will be a good fit for the building space. During the pandemic’s supply chain disruptions, Kieding designers worked to choose the top three options of products to make sure projects stayed on schedule.  

“A lot of clients are building owners who build out for tenants coming into the building who want to be moved in as quickly as possible,” Winter says. “We can get a space plan done in days, not weeks. We know the pace of tenant finish work, and we know when we get a request, time is really important to them.” 

Jenkins, a licensed architect for 40 years, says as the work environment has changed to more hybrid schedules, employee training has become more of a challenge. 

READ: 5 Tips for Building a Strong Company Culture in a Hybrid Work Environment

“The biggest challenge we have is maintaining the critical mentorship and training specific to our employees within a hybrid work environment between home and office,” Jenkins says. “It is much harder to teach employees how to ‘read’ clients and communicate effectively in the computer environment than it is at a real face-to-face meeting.” 

When Kieding and its team moved into a new space in September 2021 on South Monaco Parkway, they gutted and redesigned their space to exemplify the comfortable, flexible workspaces they also design for clients. 

“We definitely went the route of ‘work everywhere,’ and collaboration is why people come to the office,” says Winter, who has been with the firm for 22 years. “We have four areas where people could meet together. We have those numerous spots for two to four people working together on a project.” 

Like their clients who want flexibility in workspaces and schedules, the 15 employees at Kieding usually spend one day a week working from home. 

 

Suzie C. Romig is a freelance journalist who has lived in Colorado since 1991. Her byline has appeared in newspapers and magazines across the state on topics ranging from small businesses to raising children to energy efficiency. She can be reached at [email protected]