FMJ Facilities Management magazine providing industry-specific intelligence to FM and property professionals
According to the ONS around three in four adults (77 per cent) feel very or somewhat worried about the rising costs of living. Although hybrid working remains a popular option, as energy and food bills continue to soar there’s growing uncertainty on whether it’s more cost effective to work at home or in the office. Either way, what more can be done to support workers through what is predicted to be a challenging winter?
THE WORKPLACE EXPERT’S VIEWANDREW MAWSON,
Despite the potential for high domestic energy bills this winter, I believe most people will still work from home. However, one thing employers could do, which I don’t think is being talked about enough, is provide funding or grants for their employees to help them improve the insulation of their homes. I hope this is considered before organisations demand people back to offices, sometimes against their will, or offering to contribute towards their energy bills. Not only would it add comfort and improve wellbeing, in the long run it would contribute to a reduction in the UK’s greenhouse gas emissions.
Organisations must think flexibly when it comes to working conditions, and that goes beyond this coming winter. This issue goes deeper than workers attempting to squeeze every last penny out of their employers who are struggling to navigate a global crisis. It’s an employment rights issue.
Encouraging people back to the office doesn’t feel right to me, especially when large amounts of carbon are being used in the quest to get people back in. We can’t go back to the old way of working, yet it seems like some camps are rubbing their hands with glee at the thought of workers returning. It wouldn’t make sense to undo the work that’s been done to fully entrench hybrid working into history.
Why would workers go back to the office this winter? The idea that they should go back because it’s warmer in the office and they will save money is only true in some specific circumstances. Workers will still have to get up early, drive to the office or the train station, ultimately losing hours of their life and money to the commute. It doesn’t seem plausible. In some cases, workers may be in a position to handle a spike in energy costs from not having to spend a small fortune commuting to work.
This could be a great moment for leaders to do something positive for their people. Organisations are potentially saving a lot of money on space and a door has opened for them to ensure their workforce are happy and healthy this winter both physically and psychologically.
The AWA Hybrid Index recently surveyed nearly 80 offices in 13 countries, representing nearly 80,000 employees. It revealed a seismic shift in working patterns, with people now coming into the office an average of just 1.4 days a week, versus nearly four days a week before the COVID-19 pandemic. What’s more, it found that on an average day two-thirds of desks are unused and just over a quarter of people are coming into the offices. It would have to take something very drastic for these numbers to be flipped on their head.
There will always be value in people coming together in an office to solve complex problems, deal with complex emotional issues, and connect socially with others. But few people will need a central location for 100 per cent of the time. As a result, leaders need to work with employees to make their life as comfortable as possible working from home because I can’t see that revolution ending any time soon.
THE HR PROFESSIONAL’S VIEW
C-J GREEN,
CO-FOUNDER OF BRAVEGOOSE AND CO-CREATOR OF CLEVERGOOSE™ HR ADVICE TECHNOLOGY
It is fair to say employers have rarely faced such a convergence of challenges as they do at the moment, not least because they have to deal both with the commercial challenge of ensuring the sustainability of their organisations but in addition they are looking at the demands of rapidly changing workforce dynamics. This is all contributing to the need for organisations to keep on their toes when it comes to supporting their teams. So what can be done at times like these to ensure those in our workforces are supported in the difficult months to come?
Communication
This is an obvious one but you cannot over-emphasise the need for strong communication channels when times are challenging. It is not enough, however to merely send out updates about the business. Hunt out the best ways to get your workforce engaged and communicating and don’t choose just one method on rare occasions.
Most people feel supported (or not) as a result of the skills of the person they work directly for, so are all of your people skilled at strong communication? When people can see the power of two-way dialogue they feel genuinely supported.
Appreciation
This one is particularly key if you have a hybrid workforce and are getting to grips with workforce dynamics being a little different. Or maybe you have always wrestled with the challenge of head office versus operational employees on the ground.
Make sure those based in offices are feeling the same appreciation as those working in other environments and vice versa. You may have to work a little harder to reach those you don’t see day-to-day but that only makes the need for appreciation more important. It doesn’t have to be costly, think about asking your people what makes them feel appreciated.
Individualisation
Making sure that appreciation is targeted at the person you intend it for is important. Accepting that everyone is different and may need to engage, connect and hear appreciation differently is crucial, even more so when times are challenging.
Before embarking on the next project to boost morale or engage your teams think about who you are targeting.
Tools
There are not many workforces who won’t be impacted by the rise in cost of living and we all know that it is challenging for people to perform well when they could also be stressed about things outside of their control.
Look at the tools you have in place to support them and the forums you are providing for your teams to seek support if they need it. The money and pensions service have some really useful free tools for employers and employees to use, offering support with financial wellbeing which is well worth signposting to your teams.
There is no magic wand to guide us through these changing times but if you are prepared to listen, learn and trial different approaches in collaboration with your teams they are more likely to feel supported.
