COVID-19 is doing more damage than good, but it is spotlighting some opportunities for workplace changes. Remote work is accepted by some and rejected by others. There seems to be a debate on how it impacts the organization's culture and the financial burden of having a half-empty office. Regardless of your position on remote work, COVID-19 is putting it to the test for many. Once COVID-19 is behind us and society returns to the workplace, organizations will be granted an opportunity to create their new status quo. During these conversations, remote work will inevitably come up, and leaders will need to provide answers. It would be wise for leaders to create and implement a robust remote work policy for all eligible employees. Eligibility falls in the hands of each organization's discretion (assuming no laws are being broken). I believe the organizations that accept this change will attract top talent and adapt to the new workplace. Working with the changes, not against them. The companies that boomerang back to the old status quo without a new remote work policy will fine, for now. Many individuals will be yearning to return to work and get out of the house. However, these organizations will struggle with talent in the future when remote work is the status quo. I think part of the workplace change in remote work should be in the name. Because what we are really talking about is true flexible work. The option to work from wherever, and for the most part whenever.* I like to refer to it as Work Autonomy. Work Autonomy is the agreement between employee and employer on a set of work expectations and trust of each other. This becomes an element of the Psychological Contract. I believe there will always be a need for individuals to work together face to face. Still, I also believe the nine to five schedule is no longer best suited for this work environment. *Of course, meetings or other obligations that must be met, but as we have seen video calls are effective.
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