Pandemic-era work practices that are here to stay

Pandemic-era work practices that are here to stay

Many businesses adopted hybrid work arrangements in response to challenges presented by the pandemic. For many employees, the hybrid model of working remains ideal. Employees may not want to surrender the freedom of working part time at the office and part from home, and many do not expect to return to the office full-time. The pandemic changed people’s working styles and preferences, and some businesses leaders must recognize there is no going back.

Should companies allow flexible working arrangements permanently?

Some businesses are determined to resume traditional methods of work, including employees returning to the office. However, many workers appreciate the flexibility of a hybrid work arrangement because it offers expanded control over day-to-day activities. It is no surprise that revoking flexible working benefits has already made employee retention more difficult.

In the wake of the pandemic, many workers are rethinking priorities about career preferences and work-life balance, which has led to a labor shortage in many industries such as hospitality. Companies that refuse to adopt or retain hybrid work arrangements may struggle to keep employees. Employee turnover is expensive, and it is challenging to hire or replace staff in the current environment.

Changed working practices that should be kept

Many business leaders have learned to be more flexible in running operations since the dawn of the pandemic. Permanently adopting some changed practices, such as those described below, will make businesses more attractive to employees and candidates.

Rely heavily on technology

During the height of the pandemic, it would have been nearly impossible for teams to collaborate and be productive without technology. Hybrid teams rely on office productivity suites like Microsoft 365 to complete assignments, share files, collaborate, and more. For instance, programs like Microsoft Word and Google Docs allow several users to make real-time edits on documents, thereby expanding productivity.

Rather than conducting in-person meetings, many have embraced online meetings via RingCentral, Teams, Zoom, Google Meet, and other communication software platforms. In addition to using these platforms to conduct business meetings, teams host virtual watercooler interactions to improve bonding and enhance company culture. Communication tools also allow hiring managers to expand the talent pool. Utilizing an array of collaboration tools to conduct interviews and perform employee onboarding, the pool of employee candidates has been unhindered by geographic boundaries.

Allow employees to work from anywhere

The widespread lockdowns in 2020 made business managers realize the potential to run operations offsite, stay connected with colleagues, and allow employees to work anywhere. Many employees have fully integrated remote work arrangements into home life and would rather change jobs than remain with a company that does not allow such flexibility. According to a Bloomberg survey of 1,000 employees, 39% would consider quitting if employers refused to allow remote work. In many businesses, work from home privileges should be embraced and remain a permanent part of the business model.

Protect employees’ well-being first

The pandemic took a toll on workers’ mental health and emotional well-being. This strain has impacted a majority of US workers, resulting in erratic work hours and dips in performance. Many employers made an effort to address personal issues by offering mental health breaks, mental health awareness programs, and counseling benefits.

To keep staff motivated and productive in the post-pandemic work environment, business leaders must continue to ensure that staff members have work-life balance, are allowed reasonable work schedule flexibility, and receive support from supervisors.

Get more innovative with solving problems

Before remote and hybrid work became the norm, most work issues were solved in the office. When teams were forced to work remotely, employees were able to accomplish a variety of business processes and tasks regardless of where work is conducted. With the help of technology tools and IT staff, managers and teams have been able to meet challenges such as conducting meetings, closing sales, hiring new employees, and increasing profitability.

In the future, businesses’ adaptability, innovation, and IT resources will keep them competitive and profitable. To help your small- or medium-sized business maximize business IT, consult Roebuck Technologies’ IT professionals today.


Doug Coleman

Doug Coleman

Chief Operating Officer

Doug possesses over 20 years of expertise in corporate finance, information systems, logistics, supply chain management and competitive strategies. He has served in executive management not only for The Roebuck Group, but also Commercial Carrier Corporation, a nationwide transportation and logistics provider. Additionally, he served in senior management at Vology, a global value-added reseller of technology solutions. Doug earned his Bachelor of Science in Chemical Engineering and Master of Business Administration degrees from the University of Florida as well as a Juris Doctorate degree from Stetson University College of Law.