By Katy McGuinness
So much has changed over the past three years that it’s almost impossible to remember what work was like before COVID-19.
Early in the pandemic, everything was reactive. Having been flung into a dystopian vortex, employees had to get through their work as best they could, while wondering when things would return to normal.
But today “normal” has a new meaning, and through innovation, modern companies have moved beyond pandemic responsiveness to new and better ways of working.
Here are some of the ways work has changed since the pandemic.
Employees have new priorities
Having had a taste of the better work-life balance that comes with flexible working, 53 per cent of global workers are now more likely to prioritise well-being over work, according to Microsoft’s 2022 Work Trend Index.
Flexibility is also one of the key objectives of the World Economic Forum’s (WEF) Good Work Framework, which outlines its vision for the future of healthy, resilient and equitable work. The WEF aims to help companies develop strategies to promote good work across all types of employment for the well-being of business and society.
Historically, some businesses have struggled to attract employees because of their geographic location. But remote work has eased that problem, according to the PwC Global Workforce Hopes and Fears Survey.
The survey found that hybrid workers are most satisfied with their work, with 62 per cent preferring a mix of in-person and remote work. It also confirmed that flexibility is crucial to attracting and retaining talent.
The concept of productivity has shifted
Employees who don’t have to deal with the stress of a commute not only add time to their day but are in a better frame of mind when they start work, and have therefore been found to be more productive.
The key challenges for an organisation with a hybrid workforce are to ensure employees are engaged, avoid burnout and feel like they’re part of the team no matter where they are.
Tools to facilitate collaboration and communication are essential both internally and for interactions with customers.
The way companies communicate with their customers has changed forever, and organisations that redesign conference rooms to embrace the new hybrid reality will enhance the experience of staff and customers alike.
Some organisations fear productivity will suffer when they embrace flexibility. How can they trust the people to do the work and achieve the desired outcomes without micromanaging what they do to get there?
Amy Loomis, Research Vice President at IDC’s The Future of Work, says companies should look at the measurements of success. Instead of focussing solely on tasks to completion, they should consider customer experience and ratings.
Employees want to feel valued
The companies that have embraced tools for collaborative learning and coaching are seeing gains in terms of new business, pipeline creation and increased demand from existing customers.
New technologies, automation and artificial intelligence (AI) also bring opportunities for cost-saving and revenue-generation which contribute to the positive power of hybrid and remote work.
A recent report from McKinsey highlights that the mindsets of European employees have changed since the pandemic began, and companies must continue to deliver on flexibility if they want to retain their most valuable talent.
The report concludes that showing a commitment to employees that’s both “widespread and targeted to individuals” is crucial for companies’ health and future growth.
There’s no one-size-fits-all workplace
Companies wanting to succeed in the new world of work must listen attentively to both employees and customers in order to reap rewards when it comes to lower staff churn and increased customer satisfaction.
Feeling inspired to apply for a role that offers flexibility? Here are three below that might be of interest, but there are thousands more on Euronews.jobs, just waiting for you.
Solutions Architect, Mambu
In the last 10 years, Mambu has been revolutionising banking and is now seeking a Berlin-based Solutions Architect to help customers realise the benefits of API-driven, cloud-native banking architecture, with Mambu Digital Core Banking at the heart. You will also work closely with Mambu’s Ecosystem team to make sure the end-solution proposed to the customer is providing a unique competitive advantage and fulfils all the regional and market needs. To be considered, you will need experience architecting modern API-driven architectures, and have been engaged directly with customers and prospects.
Get the full details here, or check out other openings at Mambu.
Senior Social Media Manager, 1000heads
1000heads is looking for a Social Media Manager to work on content and campaigns for brands such as Ancestry, Lenovo and Uniqlo with an international team of insights, design and strategy specialists. You’ll need fluent German and English, as well as great copywriting skills. 1000heads has offices in New York, LA, London, Sydney and Melbourne; this job is based in Berlin but offers flexible working hours and working from home, plus an office at Hackescher Markt, right in the heart of the city.
Learn more about the role, or explore other opportunities at 1000heads.
Product Designer, Ryanair
Ryanair is looking for a Mid-Senior Product Designer to join its Digital Experience team in Dublin. You’ll work side-by-side with product owners, product managers and developers to deliver design solutions for the business, participating in qualitative and quantitative user research including user resting, customer interviews and produce actionable insights from the research findings. You’ll also create detailed design flows, wireframes and prototypes to communicate your design concepts. Four or more years’ of UX/UI or Product Design Experience is required as is a strong portfolio showcasing your best work, demonstrating your approach and methodologies.
Apply for this role here, or discover additional opportunities at Ryanair.
To discover your next opportunity or browse jobs all across Europe, click Euronews.jobs today.