The Pandemic and Workplace Flexibility: The Lessons We've Learned
This week, we feature a thought piece from Cresa about the lessons we’ve learned from the pandemic and its effect on workplace flexibility. Kelly Colôn from our Boston office talks about how a survey from IBM indicated that 75% of respondents said they would like to continue to work from home in at least a partial capacity. According to Harvard Business review, a whopping 96% of employees said they need flexibility with their workplace. However, Kelly goes on to say that the workplace is not going away…it just needs to change. It’s clear there is no one-size-fits-all approach to tackle the new ways of working. When done sufficiently, each organization will find an approach that's tailor-made to help their team members thrive.
That’s where Cresa can help.
We have a team of qualified advisors and multiple tools and resources to
help you develop your workplace strategy to consider these lessons we have
learned over the past months. Let’s
start a conversation – www.tenant-broker.com.
The Pandemic and Workplace
Flexibility: The Lessons We've Learned
August 16, 2021
Cresa Boston Director
When the pandemic first began in early 2020, employers had
no choice but to pivot on a dime. No matter their sector, whether higher
education, commercial real estate or life sciences, they had to trust their
employees to do the work they were required to do, despite the upheaval in the
world. But the results proved to be quite unexpected. Employees not only
completed their work successfully but, in many instances, produced their best
work. Despite incredible odds, employees thrived when given the autonomy and
flexibility to get work done in a time and manner that made sense in a chaotic
world. Now, some employees want that to continue. In a survey of 25,000
people conducted by IBM, 75% of respondents said they would like
to continue to work from home in at least a partial capacity, while 40% of
respondents said they feel strongly that their employer should give employees
the choice to opt-in to remote work. As the world opens up and restrictions
continue to lift, the previous level of chaos is dissipating. However,
employees still want the same autonomy and flexibility they have enjoyed.
Here’s a look at how organizations can embrace that flexibility to function
better than ever.
A Shift in Mindset
Pre-pandemic expectations around work were largely based on
outdated trends where work expectations were centered around a certain time
period and set of parameters completed in a designated work area. Productivity
was akin to the time and hours spent in that pre-prescribed location vs. the
output of work. In many cases this perception of pre-pandemic work doesn’t
exist anymore, and employees are no longer hesitant to point this out. The
measurement of your productivity wasn't about your output, but the time and
hours that were spent in a pre-prescribed location. But in many cases that
doesn't exist anymore, and employees aren’t hesitant to point this out.
According to the Harvard Business Review, 96% of employees said they need
flexibility. However, only 47% of them reported having access to the types of
flexibility they need. Given this gap between employees voicing a need for
flexibility to ensure higher productivity but only a small percentage of those
employees receiving it highlights the need for a shift in workplace mindset.
The Workplace Isn’t Going Away
Whether it’s the classroom or the physical office
environment, these spaces, or the need for access to these spaces, is not going
away. Before, it was about a pre-prescribed expectation of what happened in a
physical building and a space. Now, the workplace is centered around
collaboration, innovation, and bringing people together. Employees now see the
office as an asset to leverage when the work requires them to access these
spaces. Employees see the workplace as an advantage vs. an obligation. Each
workplace has to offer employees spaces in which they can get their work done, as
well as the flexibility and autonomy to do the work they need to do. For
instance, if they need to complete "heads down” work, they want the
ability to find the space and time to do that work on their own. If it's
collaborative work, they want the ability to choose whether that’s done over
technology or in a collaborative environment for a prescribed amount of time.
This means going beyond the traditional cubicle or bench next to a flurry of
other colleagues. If employers want their team members to agree to return, they
need to provide the spaces and places that are conducive to a thriving
workplace. We'll always have the workplace, but it’s how we leverage that
environment to support employees that’s going to make the difference.
Trust Is Paramount
A strong level of trust is the foundation upon which the new
way we work is built. We all know that employers need to trust their team
members to be productive. But that trust is reciprocal. Multiple studies from
the Great Place To Work Institute state that companies
with high-trust cultures have greater financial success than those that don’t.
In contrast, employees who are less trusted by their manager exert less effort, are less productive, and are more likely
to leave the organization, according to the Harvard Business Review. If employers want to maintain their
workforce, they need to provide team members with the adequate resources and
autonomy to work in a way they see fit. As a result, a mutual sense of trust
will develop, and employees are more likely to thrive.
It’s clear there is no one-size-fits-all approach to tackle the new ways of
working. When done sufficiently, each organization will find an approach that's
tailor-made to help their team members thrive. If you’re interested in looking
inward to determine what changes your organization needs to implement as you
return to the office, Cresa’s team of qualified advisors and resources is ready
to help.
End of Article
If you have significant questions about your current real estate strategy, it may be time for a discussion. Once we have started our conversation, we can create a strategy to look at your business operations and current space and then craft up a plan to find something that is a great fit in the area. With the current vacancies and inventory, we will work with you to get the best deal. We represent tenants ONLY, so you can feel comfortable that we are working for your business 100%. If we can help you by being your tenant broker in the DC, Maryland, or Northern Virginia area, visit my website or call me at 301-841-6542. Make sure to follow all my social efforts by clicking on the links below.
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Bethesda, MD 20814
301-842-6542
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