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Managing the Post-pandemic Workplace

February 02, 2021

As businesses reopen they must confront new challenges. Not all employees want to return to the office, and managers may not be comfortable with remote workers. If some employees do return to the office full time, there may be friction between them and remote workers.

According to workplace coach Lynne Curry, businesses cannot return to pre-COVID operations. Flexibility should be part of the "new normal". Surveys show positive results:

  • In an assessment of remote workers by CoSoCloud, 77% showed higher productivity than workplace-bound employees, and 30% of them completed more work in less time.
  • In a study reported in, 26% of employees stated freedom to choose the start and end of shifts was one of two most desired policies.
  • American Express' flexible employees were 43% more productive than traditional workers.
  • AT&T remote workers worked five more hours weekly than on-site employees.
  • A Harvard Business Review survey of white collar professionals found lack of flexibility made them twice as likely to be dissatisfied.
  • Deloitte & Touche research shows employers save turnover costs by allowing a flexible schedule.

Employers can offer office workers flexible work schedules to accommodate commuting and childcare needs. Supervisors will need to set the same expectations for on-site and remote workers, and manage for results. The goal should be a satisfied and productive workforce.