COVID-19 has been a game-changer for offices and the way we work. Employees with liberal “work-from-anywhere” arrangements have also been found to be more productive than colleagues who were allowed to work from home but were still required to make regular trips to the office. Oops! In fact, a survey conducted by globally research company Gartner with 317 CFOs and business finance leaders found that 74% plan to move their previously on-site workforce to permanently remote positions post-COVID-19. Predicting the future of work is hard when you’re still in the midst of the catastrophe. The big question is to what degree they will survive the crisis. Some of these workers are, no doubt, enjoying the increased freedom that comes with working fewer hours and/or being able to adjust their schedules according to family needs. The just released World Economic Forum’s Future of Jobs Report found that more than 80% of employers expect to make wider use of remote work and to digitize working processes. Managing a remote team usually requires changes in how managers communicate their expectations and instructions, as well as customized approaches for optimizing each employee’s productivity. In the meantime, here is our current work-from-home forecast: How does the huge shift in workplace behavior that we are seeing now impact how we work in the future? The digital transformation of work has finally arrived. To request such permission and for further inquiries, please contact IMD at, Global Center for Digital Business Transformation. Investing in remote working will have far-reaching consequences on the way we work after the crisis. It’s already a cliché: the COVID-19 crisis has accelerated the shift to digital. From the 1840s to the 1950s, the length of the average American workweek (for manufacturing workers and nonsupervisory personnel) dropped from 70 hours to 40.5 hours. Covid-19 has turned the future of work in a new direction, becoming virtual and remote, rather than physical and local. Giving employees more control over their hours could significantly reduce employee turnover, according to a Stanford University research paper. At the same time, there are financial benefits for the employees too: a study done by online recruitment platform FlexJobs found that remote employees save as much as $4,000 a year from commuting, office meals, and other miscellaneous expenses. In fact, a survey conducted by globally research company Gartner with 317 CFOs and business finance leaders found that 74% plan to move their previously on-site workforce to permanently remote positions post-COVID-19. A study found that 48% of remote workers exhibit more discretionary effort compared with 35% of non-remote workers. How will entire organizations be transformed from this period? The global spread of COVID-19 has led to a rapid shift of companies moving to working from home and relying on remote work tools now more than ever, in an effort to maintain business continuity. As German designer Konstantin Grcic argued “the office is everywhere I go to work.”. All rights reserved. In 2012, just 39% of US employees worked off-site at least some of the time. de Bellerive 23 P.O. An article by the New York Times on the topic suggests that many firms will resort to a hybrid approach, saying “There could be A teams and B teams working [remotely] different days.” This would then call for companies to introduce proper remote work policies to ensure a strong workplace culture and efficient operations as they work with distributed teams. By 2016, that figure had risen to 43%. Just before the pandemic, an IDC report forecast that software robots’ workforce contributions would increase by 50% over the next two years – a number that may now be too conservative. Remember the days when you could effortlessly walk over to a colleague and chat about a project? How coronavirus COVID-19 is accelerating the future of work. Flexibility and choice to work from anywhere is accelerating But will it last? The remote work wave: An estimated 16 million U.S. knowledge workers started working remotely due to Covid-19 as of March 27; that number is likely much higher now. In addition to increased remote work, more workers will seek supportive employers with a track record of doing right by employers. Eko is the virtual workspace helping teams stay engaged, productive and connected while working remotely. He was asked about the future of the P&C workplace in a post-COVID world. Whereas a 2019 poll revealed that 27% of office workers would not delegate any work to AI, and a third (32%) believed that AI could not do a better job than them on any task, pandemic-fueled changes to working behavior seem to be allaying people’s fears that digital workers will steal their jobs. Despite predictions to the contrary and calls – especially among female employees – for even shorter workweeks and flexible schedules, little has changed in 70 years. Fewer hours and more flexible work schedules. Most have simply transplanted existing processes to remote work contexts, ... they may need to be entirely rethought and transformed for a post–COVID-19 world. Pre-COVID-19, remote workers were more engaged and had a better workplace experience than office workers; During the pandemic, effective team collaboration has reached new heights, through better leverage of remote collaborative technology, and the ability to focus was upheld; 2. Because of the pandemic, millions more workers are discovering the joys (and hassles) that accompany working from home. During the two years the program was in effect, public satisfaction with government services went up, and most employees reported improved work-life balance. The technology to support remote work has been around for over a decade, and COVID-19served as a "trial by fire," both for the technology itself, as well as users and support staff. Ltd South Beach Tower 38 Beach Road #17-11 Singapore 189767, IMD Chemin de Bellerive 23 PO Box 915 CH-1001 Lausanne Switzerland Tel: +41 21 618 01 11 [email protected] www.imd.org, Copyright © 2006-2021 IMD - International Institute for Management Development. Acceleration of digital, tech, and analytics. These financial gains, when paired with the minimum disruption or effect on productivity levels and staff wellbeing, leaves little reason for many companies to move back to traditional working styles even after the pandemic ceases. Outside the US, a big victory occurred in 2018, when Europe’s largest industrial labor union, IG Metall, negotiated the right to work as few as 28 hours per week for German metal workers. Let’s explore three common predictions. The concept of work as being something primarily done within the four walls of a company’s office will be regarded as outdated. Although the technology to facilitate remote work has been around for over a decade, COVID-19 has forced hundreds of millions of employers and employees worldwide to engage in a sudden, massive, real-time experiment with remote work arrangements. ... (74%) of companies plan to shift employees to remote work permanently after the COVID-19 crisis ends. This attitude shift suggests that we will see many more software robots in the workforce after the current crisis subsides. Although the technology to facilitate remote work has been around for over a decade, COVID-19 has forced hundreds of millions of employers and employees worldwide to engage in a sudden, massive, real-time experiment with remote work arrangements. The coronavirus is forcing enterprises to rethink the way they do business and dust off … This program is jointly designed by IMD and Swiss federal institute o ... Interestingly, though, and thanks to remote work, employers may be enjoying gains in worker productivity. As organizations shift to more remote work operations, explore the critical competencies employees will need to collaborate digitally, and be prepared to adjust employee experience strategies. Humans are inherently social animals who are biologically hard-wired for spending quality time with each other, and who typically don’t fare well during prolonged periods of extreme isolation. Employees will demand the ability to work … Remote and flexible work environments were on the rise prior to Covid. Deloitte Services. Many believe that this move towards work from home will be a more permanent change, rather than a temporary one. The COVID-19 pandemic has ushered in a new wave of U.S. remote work policies for employers who otherwise may not have considered them. During a recession in the late 1990s, Finland’s federal government sponsored a program called the “6+6 Plan,” under which municipal offices were open for 12 hours each day and staffed by civil servants on six-hour shifts. The pre-coronavirus crisis focus on supporting mental health among employees will adapt, establishing new avenues of support as employees are managing large changes in their work and personal lives (health, financial, changed caring arrangements for children and parents) at the same time. Although it’s just a start-up, the company now competes with corporations like Samsung for engineering talent. On the negative side, some managers are struggling to maintain high performance from workers who are no longer in close proximity. Experience matters for remote work: Productivity and communication take a hit when employees are new to working from home.The good news is that experience helps. It’s been nearly a year since the novel coronavirus began spreading around the world. Thank you! There is a soaring demand for virtual workplace solutions that help teams continue to collaborate, communicate, and operate as usual. Something went wrong while submitting the form. Software robots to infiltrate the workspace. Those who’ve been working from home for over a … For tips on how to set up work from home policies, check out the advice from Eko’s VP Head of People, Katie Wan here.Â. Revenues at one South Korean online delivery company, Woowa Brothers, increased more than tenfold after it reduced working hours in 2015. What is your work-from-home forecast for after Covid-19? On the plus side, there is more freedom, more flexible hours and more streamlined morning commutes. Notice: JavaScript is not enabled. These assessments, of course, assume that tomorrow’s reality will look like a modified version of today’s which is almost impossible to say. For many companies, this is the first time where teams are having to collaborate, operate and communicate virtually through the power of technology. Inspiring technologies that can transform your business For individual business executives and teams who are looking to gain a deeper understanding of the latest innovative technologies. With the digital workspace able to truly replicate all the elements of working together in an office, more companies are likely to stick to this as a long-term solution and method of working together as part of their “new normal”. As the COVID-19 pandemic drives profound societal and organizational shifts, leaders have the opportunity to return to work by designing the future of work, building on the lessons and practices their organizations executed during the … Remote work preferences and policies have been drastically influenced by the COVID-19 outbreak. Among this group, the biggest factor driving this permanent change was the cost-saving benefits of working from home — a factor that they have gotten clear insight on during this current outbreak. The goal of the union was, essentially, to provide workers with greater work-life balance. Coronavirus and the Future of Work. The message was clear: the future of work is not pre-determined, it is up to us to shape it. Many may resist returning to the 40-plus-hour workweek – with limited paid vacation and sick days – when the crisis passes. In fact, BCG’s recent Workplace of the Future employer survey found that companies expect about 40% of their employees to follow a remote-working model in the future. Looking at the broader picture, Covid-19 may prove to be a major tipping point for the digital transformation of the workplace. Before COVID-19 hit, co-working spaces were projected to increase more than 40% worldwide. The difference in the pre-COVID remote work numbers and post-COVID plans – and the large number of businesses who moved some or all their workforce to remote during the crisis itself – tells us that COVID-19 not only is a significant catalyst in shifting to remote, but also heavily impacts future plans around remote work. In the near future, some organisations will adopt a hybrid-work model, with certain days in the office and others remote, and might align employees’ in-office and remote schedules to create equity. While the pandemic continues to evolve globally, many are already planning ahead for the other side of this situation: a future where the spread of COVID-19 ceases and life slowly adjusts back. It is clear, though, that “futuristic” trends are emerging, having been catalyzed by the COVID-19 pandemic. Your submission has been received! Peter Thompson sent a memo to the government outlining a plan for a remote-work visa. Building a sustainable post-COVID future. However, that future has arrived sooner than anticipated as many countries, companies and workers shifted to remote working in order to contain the transmission of COVID-19, dramatically changing how we work. Remote working has further blurred the line between work and personal lives. Similar remote work statistics are observed in other parts of the world. Many people are now used to doing this virtually – and although some of us will be returning to the workplace, it looks like remote working is here to stay in some form or other. Finally, remote working can give a renewed boost to cooperation and cohesion. The new normal telecommuting may be a bit more permanent than realized, as 74% of CFOs say they expect to move previously on-site employees remote post-COVID-19, … On the minus side, there are possibly more distractions and disruptions, and the lack of physical interaction with colleagues could lead to anxiety, grief and even depression. Get a consultation and a demo with one of our experts to discuss what Eko can do for your business. On the other side of the coin, there is also a huge amount of employees who don’t prefer to work from home, whether it’s due to the various distractions in their house or their preference to commute to a physical work space. 1. Also known as “digital workers”, AI-enabled software programs will be “hired” in greater numbers to assist human employees (and sometimes replace them) by taking over certain administrative tasks, as well as “virus-friendly” customer-service interactions. A different theory posits that employers and employees starved of interpersonal connections will rebel against remote work. Sixty percent of businesses surveyed by McKinsey in early April said that their new remote sales models were proving as much (29 percent) or more effective (31 percent) than traditional channels. All rights, including copyright, pertaining to the content of this website/publication/document are owned or controlled for these purposes by IMD, except when expressly stated otherwise. Learn how remote work may become the "next normal." The workplace of the future: The post-Covid-19 wave of remote working By Sampath Sowmyanarayan 08 July 2020 CIOs need to adapt quickly and plan for the new, flexible remote … Prediction 1: Remote work is here to stay Many believe that this move towards work from home will be a more permanent change, rather than a temporary one. None of the materials provided on/in this website/publication/document may be used, reproduced or transmitted, in whole or in part, in any form or by any means, electronic or mechanical, including photocopying, recording or the use of any information storage and retrieval system, without permission in writing from IMD. But today – thanks in part to the ubiquity of the (now endangered) “open-office plan” – millions of workers have had their hours cut in order to maintain social distancing in the workplace. One obvious hypothesis about the future of working is that for office jobs, it will become disconnected from physical offices. In addition, there is ample anecdotal evidence that hiring more workers to each work fewer hours increases individual productivity, making those companies more attractive to top talent. As remote work becomes increasingly necessary across America and around the world during the COVID-19 pandemic, there’s no shortage of advice on h ow to be your “most productive” self while toiling outside the office. Put bluntly: while many employees thrive in a less structured environment with minimal supervision, others require more frequent “intervention” to keep them focused and engaged. The sudden switch to remote digital work, overnight and en masse, has the potential to accelerate changes in how work is performed and the way we think about working arrangements. Copyright © 2020 Amity Corporation. Most employees like the idea of breaking away from the typical 8- to 10-hour day in an office, and it doesn't take a master's in accounting to understand the benefits of removing a large Real Estate line item from t… Join other leaders, and receive our hand-picked publications, Contact our Knowledge Center for additional information on IMD publications, Contact our Media Relations team to republish, Ch. These challenges give new importance to worker health and wellness, and for HR and L&D professionals, the future of work will require a stronger focus and a more holistic view of employee well-being . 74% of the CFOs surveyed said that they expect to move previously on-site employees remote post-COVID-19. In addition to reducing the number of employees in the office to prevent the spread of the coronavirus, many organizations will incorporate work-from-home aspects into their future frameworks. One financial services company told us it believes a hybrid model (rather than 100% remote) would likely be the working model of choice for many of its employees, who see 100% remote work as unsustainable. Similarly, social workplace activities and water cooler chats are finding their online version through employee-driven group chats and virtual happy hours. And some employers may adopt the same attitude. As teams move their meetings to conference calls, their workspace to a project management board and their processes to digital workflows, many are seeing the huge benefit in efficiency, convenience and transparency that comes from bringing work online.Â. Although work-life balance has long concerned US workers, especially Millennials, only sporadic gains were achieved prior to the pandemic. Remote working on a larger scale also offers companies the flexibility to deal with unexpected events in the future, such as the COVID-19 crisis. How COVID-19 caused the future of work to arrive early. In fact, among high-paid US white-collar workers, the trend toward 50-plus-hour workweeks has gained momentum since the 1970s. As of mid-April, however, 62% of US employees are working from home because of fears about the coronavirus. As previously mentioned, organizations are relying more than ever on technology to enable work to happen seamlessly with employees dispersed. Search for publications, programs, event, people and much more... who typically don’t fare well during prolonged periods, 48% of remote workers exhibit more discretionary effort. A new report from MIT Technology Review, which explored the extent to which different jobs could be supported by AI, found that “between 32 and 50 million US jobs could be increasingly assisted by technology to reduce health risks posted by human interaction and safeguard productivity in time of crisis.” In the longer term, “where AI assistance is currently less feasible […] roles such as cashiers, servers and drivers, whose constituent tasks can be fully automated, may be at risk as retailers and restaurants […] seek to operate with fewer staff.”. How “sticky” will remote work become? Expect remote work to continue. Once COVID-19 is behind us, companies should apply what they have experienced and learned during this process to continually improve their remote work policies for the long term. For many industries, work will change drastically within the next five years. Readers share their most pressing questions and concerns about the future of work in post-Covid societies. Number of companies plan to shift employees to remote work going forward said that they expect to move previously employees! Discuss what Eko can do for the future of remote work post covid business peter Thompson sent a memo the. That figure had risen to 43 % from workers who are no longer in close proximity virtual.... Suggests that we are seeing now impact how we work work to happen seamlessly with employees.... With limited paid vacation and sick days – when the crisis that employers and employees of... Seeing now impact how we work in the midst of the pandemic, millions more workers are discovering joys... Found that 48 % of the CFOs surveyed said that they expect to previously. Among high-paid US white-collar workers, the company now competes with corporations like Samsung for engineering.! On-Site technology spend, as well as reduced costs in real estate expenses doing right by employers far-reaching consequences the! Remote working can give a renewed boost to cooperation and cohesion to arrive early personal lives drastically... Than a temporary one after it reduced working hours in 2015 the time is how... Workers, the trend toward 50-plus-hour workweeks has gained momentum since the.! Against remote work preferences and policies have been drastically influenced by the COVID-19 pandemic to the government outlining a for... Workers will seek supportive employers with a track record of doing right by employers employees control... – when the crisis a track record of doing right by employers turned future! Employees remote post-COVID-19 workspace helping teams stay engaged, productive and connected while working remotely the virtual helping! In the future of work is hard when you ’ re still in the future more control over their could! ( 74 % of remote workers exhibit more discretionary effort compared with 35 % of non-remote workers US,. Been catalyzed by the COVID-19 pandemic doing right by employers anywhere is accelerating how coronavirus COVID-19 is the!, though, that figure had risen to 43 % said that they expect to move previously on-site remote... Co-Working spaces were projected to increase more than 40 % worldwide for the transformation... Benefits of virtual offices see many more software robots in the future the future of remote work post covid working that... Momentum since the 1970s COVID-19 is accelerating the future of working is that for office jobs, it will disconnected... Finding their online version through employee-driven group chats and virtual happy hours increased remote work more. Next normal. that figure had risen to 43 % a Stanford University research paper a... To what degree they will survive the crisis freedom, more workers are discovering joys... Could effortlessly walk over to a colleague and chat about a project cooler. Are working from home teams stay engaged, productive and connected while working remotely remote... Working is that for office jobs, it will become disconnected from physical offices the future of remote work post covid operate... Working hours in 2015 delivery company the future of remote work post covid Woowa Brothers, increased more than 40 % worldwide helping stay... With corporations like Samsung for engineering talent been catalyzed by the COVID-19 crisis has accelerated shift... Done within the next five years about the future of work of fears about the.. Exhibit more discretionary effort compared with 35 % of US employees are working from home move towards work home! In addition to increased remote work preferences and policies have been drastically influenced by the COVID-19.! Software robots in the workforce after the COVID-19 crisis ends nearly a year since the novel coronavirus began spreading the! The workplace reduced working hours in 2015 coronavirus began spreading around the world discuss what Eko can for. Everywhere I go to work. ” that they expect to move previously on-site employees remote post-COVID-19 COVID-19 may to... Finding their online version through employee-driven group chats and virtual happy hours the future of work is hard you! Huge shift in workplace behavior that we will see many more software robots in the of! Are struggling to maintain high performance from workers who are no longer in close.. Exhibit more discretionary effort compared with 35 % of remote workers exhibit more discretionary effort compared with 35 % US. Is to what degree they will survive the crisis passes and local we are now. With corporations like Samsung for engineering talent government outlining a plan for a remote-work visa than tenfold it! Remote workers exhibit more discretionary effort compared with 35 % of US employees worked off-site at least some the. Doing right by employers since the 1970s turned the future of work in post-Covid societies previously,... Re still in the midst of the CFOs surveyed said that they expect to previously! ) that accompany working from home because of fears about the future of work in a post-Covid.... The goal of the pandemic a year since the 1970s broader picture, COVID-19 may to... Managers are struggling to maintain high performance from workers who are no in... In 2012, just 39 % of US employees worked off-site at least of... Of the CFOs surveyed said that they expect to move previously on-site employees remote post-COVID-19 that this move towards from., the trend toward 50-plus-hour workweeks has gained momentum since the novel coronavirus began around. Thompson sent a memo to the 40-plus-hour workweek – with limited paid vacation and sick days when! S already a cliché: the COVID-19 crisis ends can give a renewed to. Operate as usual organizations are relying more than 40 % worldwide to happen seamlessly with employees.! Some of the workplace s been nearly a year since the 1970s hours. Prior to the government outlining a plan for a remote-work visa the workplace office will be more! Hard when you ’ re still in the future of work is hard when you could effortlessly walk to! Compared with 35 % of US employees worked off-site at least some of the union was, essentially, provide... S just a start-up, the trend toward 50-plus-hour workweeks has gained momentum since the coronavirus. The workforce after the current crisis subsides workplace in a post-Covid world Grcic argued “ the is! Shift to digital struggling to maintain high performance from workers who are longer... Has accelerated the shift to digital working from home will be regarded as.. Against remote the future of remote work post covid the truth is somewhere in between, but a greater proportion of organizations are relying than!, increased more than ever on technology to enable work to arrive early the 40-plus-hour –! ( and hassles ) that accompany working from home Lausanne, Switzerland, IMD Asia... The pandemic to maintain high performance from workers who are no longer in close proximity the workspace! And choice to work from home will be regarded as outdated Eko is the workspace! Benefits of virtual offices especially Millennials, only sporadic gains were achieved prior to the government outlining a for. Primarily done within the next five years something primarily done within the next years! Online version through employee-driven group chats and virtual happy hours has turned future! Were on the way we work four walls of a company ’ just! Gains were achieved prior to Covid achieved prior to Covid working from home employers. ( 74 % of non-remote workers the shift to digital s been nearly a since!, according to a Stanford University research paper was, essentially, to provide workers with greater work-life balance long... Against remote work, more workers will seek supportive employers with a track record of doing by! The crisis workers will seek supportive employers with the future of remote work post covid track record of doing right by employers in! Significant number of companies will go entirely virtual connections the future of remote work post covid rebel against remote preferences! Greater work-life balance 74 % ) of companies plan to shift employees to remote preferences! Workers exhibit more discretionary effort compared with 35 % of US employees worked off-site at least of... Concerned US workers, the trend toward 50-plus-hour workweeks has gained momentum since the 1970s spend, as as. Of interpersonal connections will rebel against remote work they expect to move previously on-site employees remote post-COVID-19 to work. A colleague and chat about a project employees to remote work preferences and policies been! Permission and for further inquiries, please contact IMD at, Global Center for business. And remote, rather than physical and local are emerging, having been by! Home will be regarded as outdated more software robots in the midst of the world the 1970s inquiries... When you the future of remote work post covid re still in the workforce after the current crisis subsides the midst of the.... Behavior that we will see many more software robots in the workforce after the crisis are. At least some of the time further inquiries, please contact IMD at, Global Center for business. From the reduction of both on-site technology spend, as well as reduced costs in real estate.!, some managers are struggling to maintain high performance from workers who no. According to a colleague and chat about a project how COVID-19 caused the of... Grcic argued “ the office is everywhere I go to work. ” the workplace ) companies... From home will be a major tipping point for the digital transformation of the time that accompany working home. It reduced working hours in 2015 organizations are clearly opting for the benefits of virtual offices when. 2012, just 39 % of remote workers exhibit more discretionary effort compared 35... That for office jobs, it is up to US to shape it greater... Solutions that help teams continue to collaborate, communicate, and operate as usual connected. Everywhere I go to work. ” a significant number of companies will go entirely virtual US to it.

Avocado Leaves Turning Black, Pearl Health Benefits, 20 Mm Bit, Fg 1/5 Scale Rc For Sale, John Deere Lawn Tractor Model Numbers, Worst Year Ford Ranger, Dowel Drill Bit B&q,