Work → In Progress: Second Wave Seals A New Future For Work
COVID-19 shook up the world of work last spring. Since the virus (and lockdowns) returned this fall, the changes underway have only accelerated.
As the year comes to an end, much of the world is re-confining — or never left quarantine. Although COVID-19 has been with us for nearly 12 months, many of the questions it's triggered about our way of work (and life) have yet to be answered. How do companies factor in their employees' cost of living when so many are moving away? How do workers unionize when they're all working remotely? Can we efficiently network at online conferences? While we may not have all of the solutions just yet, conversations around these themes are swiftly ramping up as businesses prepare for an increasingly remote, digitized world — even post-vaccine.
From Sweden to Silicon Valley to the screen of your computer, this edition of Work → In Progress looks at how companies around the globe are shifting their attitudes as the pandemic rolls on, planting the seeds for the workplace trends of tomorrow.
HERE AND THERE Remote work: Some love it, some hate it. How do companies adapt to the mixed feelings of their employees? Brazilian magazine Epocahighlights how Brazilian companies such as IFood are preparing for a "free model" once the pandemic subsides, meaning that employees will decide where it's best for them to perform their activities (with guidance from HR and management, of course). According to the article, Milton Beck, LinkedIn general manager for Latin America, says that employees were working 28 more hours per week since the pandemic, as work-life balances were thrown into chaos. He believes we can expect to see more hybrid models incorporating both in-person and at-home solutions in a post-COVID world.
PRODUCTIVITY DEVELOPMENT After one of the world's strictest lockdown regimes returned to France, some have begun to ask if it's time for employers to change how they measure productivity. While unions fight for more telework days and the legal acknowledgement of more work-at-home professions, numerous companies are worried about not being able to monitor their employees' efficiency from afar. Philippe Emont, of the AlterNego consultancy firm, argues in French dailyLes Echosthat this is actually a fantastic opportunity for progress in HR, as companies have necessary conversations not just about how we work, but how we recognize work. "The trust necessary between employer and employees cannot rest exclusively on indicators of control," Emont writes.
GAME ON While last year's International Conference on Distributed Artificial Intelligence took place in Beijing, this year's conference took place in … a video game. While many salons and symposiums have moved online since the pandemic, few have allowed participants to dress their own avatar. The conference could be the next step in digital events, and perhaps even lead to better online networking — a pet dragon is a great conversation starter.
LOCATION, LOCATION, LOCATION COVID and the ensuing rise of telework has brought about a migration boom as people leave cities for more spacious homes. Now, companies who already had a significant number of employees working from home before the pandemic are thinking about adjusting employee's pay based on where their home base is. Facebook was criticized for considering the idea of changing the salaries' of employees who now have a lower cost of living, while Stripe offered a $20,000 bonus to employees who left New York, Seattle or San Francisco — followed by a 10% pay decrease. This burgeoning phenomenon may turn into a global conversation about how best to establish a cost of living, and how much it should factor into employee compensation.
UNIONS.COM? How do workers unionize in digital industries? Spanish media El Pais wonders if the traditional codes of employee organization will still apply in a future world, or if it's time to find new methods. How can employees assemble if they're all working remotely? How do the self-employed monitor their working conditions? Which government should digital nomads appeal to? What will define a trade union as jobs rapidly shift and no longer fit into old categories? Whatever the outcome, classic methods of negotiation will surely see an upgrade in years to come.
TRIP OUT According to Swedish website Vagabond, 79% of Swedish employees in the private sector believe business travel will significantly decrease from pre-pandemic levels after COVID subsides. While it may seem logical that companies would rush to meet their customers, partners and contractors, 33% feel that remote meetings are sufficient to get most jobs done. Many Swedes, however, feel that trips will increase in the form of digital nomadism. It seems the travel industry may be taking on less work and more play!