A shift in mindset
The time spent at home allowed the American workforce to reflect: Is this what I want to do with my life? Is my career meaningful and fulfilling? Do I want to drive an hour and a half daily to a job I don't enjoy?
In lockdown, knowledge workers learned they could be productive in remote settings and got a taste of a healthier work-life balance. Over time, employees came to expect these flexible work models and protested against pushes for a return to an in-person office structure post-COVID. When restrictions began to ease in 2021, we witnessed a "Great Resignation," when millions of workers left their jobs.
The reasons were wide-ranging, including demands for higher salaries, improved work-life balance, healthier work culture, and more meaningful work. A flexible work arrangement was a top motivator, with 40 percent of global workers agreeing workplace flexibility was a priority in whether they remained at a job (trailing right behind salary at 41 percent), according to research from consulting firm McKinsey & Company.
Over time, there became a mismatch between the supply of workers and the number of job openings.
The subsequent hiring crisis resulted in flexible work arrangements, improved benefits, and greater autonomy.
The state of the job market today
Today, employers have to work harder to attract the quality of talent they once did. Inflexible companies suffer consequences as employees turn to employers that offer greater flexibility and a positive work culture.
In my opinion? This shift is a good thing. Leaders who rise to the occasion and create an empathetic, employee-first company culture can cultivate a positive workplace where workers feel valued, supported, and engaged. In the long run, granting employees control over their choices will fuel their productivity, development, and professional growth.
Advice for employers
The post-pandemic world is here. As leaders, it's time to reevaluate our traditions and ideas of what a workplace should be like. Below, I've included my top three business strategies for thriving in this brave new, employee-driven world.
Consider flexible work arrangements. Today, being an attractive place to work no longer means that place has to be an office. Dig deep and think carefully about the best work environment for your company. Consider making remote or hybrid work arrangements a part of your long-term strategy.
Crucially, if you do decide to implement a flexible work arrangement, commit to it. Introducing a hybrid or remote work policy — but resenting those who take advantage of it — can fuel a toxic work environment.
Prioritize a positive work culture. According to a study from Oracle AI@Work, 88 percent of workers report that the meaning of success has changed for them, citing priorities like work-life balance, mental health, and workplace culture.
A positive work culture starts at the top. My advice to leaders is to block out some time to check in with yourself every Monday. Take space to assess your current state of mind, set priorities, and make sure you're starting your week off on the right foot. A positive mindset will set a constructive tone for the rest of your team.
Expand your hiring pool. The digital era has resulted in an undeniable benefit for brands: Access to a larger global workforce. You don’t have to be a billion-dollar company to set up international offices. No longer limited to your local area, you can widen your hiring pool to include talent from an up-and-coming region like Latin America, an under-tapped reservoir of highly educated and experienced professionals.