Pichai joined Google in 2004 and now serves as chief executive of the tech giant — and its parent company, Alphabet. Google is in a similar imbroglio with its employees regarding the company’s mandated return to the office policies — and location-dependent salary cuts.
An uncomfortable reentry for many workers
For those workers who were sent home to work at the onset of the pandemic, along with many of their children who shifted to virtual school, WFH brought its own set of unique challenges. Nevertheless, they adapted, and many enjoyed the increased autonomy and flexibility. For workers with long commutes, WFH gave them some extra time to devote to non-work activities.
After working at home for months, many decided to start new businesses — or turn their respective side hustles into full-time gigs. Others decided to quit and join the Great Resignation.
According to the Labor Bureau report, resignations (“quits”) increased across several sectors of the economy but decreased in wholesale trade. Moreover, resignations were more significant in the Western United States: “Quits increased in several industries with the largest increases in arts, entertainment, and recreation (+56,000); other services (+47,000); and state and local government education (+30,000). Quits decreased in wholesale trade (-30,000). The number of quits increased in the West region.”
An ‘inflection point’ for workers
Despite the significant attention The Great Resignation and the Anti Work movement is getting, some critics believe this is largely a concern of the privileged. Not everyone can just walk off the job in search of more meaning and purpose, right?
The unemployment spigot and stimulus fountain have begun to run dry for most Americans. The same is true for that little rent extension program that prevented tenants from getting evicted due to lack of payment.
Nevertheless, most experts agree that a systemic shift is occurring — at least in the United States and Europe. With Microsoft declaring that 41 percent of workers are considering leaving their current employer — and 46 percent likely to move on because they can now work remotely … Houston, we really might have a problem.
Or maybe it’s an opportunity?
A hybrid and flexible workplace
The independent Work Trend Index survey sponsored by Microsoft and completed by Edelman Data x Intelligence strongly suggests a more hybrid workplace of the future. To compete for and retain top talent, successful enterprises will need to do more to prevent employee burnout, for starters.
Despite the disheartening retention rates in the Labor Department and Microsoft studies, there is obviously a significant segment of workers that have remained loyal to the organizations that employ them — and hear the call of the company-mandated return-to-the-office loud and clear.
These workers likely value their jobs, and they might even be grateful to work for you. Your company is probably treating them pretty well.
Or — they just don’t have any other viable options at the moment.
After being cooped up in small workspaces they used to call home, some workers are elated to return to a dedicated and collaborative physical office. Many others, as explained above, are not. And they may use this mandated return as additional justification to quit.
Financial incentives to return to physical offices?
Stimulating water cooler conversations and free coffee aside, a lot of workers are demanding more flexibility and a new norm. The pandemic provided an opportunity to envision a life centered around life rather than work.
Additionally, workers need salaries to increase with higher costs of living. The U.S. needs to be able to compete with Western European allies and trading partners in how it treats its workers.
Companies may want to consider paying workers a stipend to return to the physical office. One survey found that 70 percent of workers would be more open to returning to the physical office if paid an incentive to do so. Consider allowing some flex days or optional in-office days. More paid time off and flexible leave policies may also increase retention.
In the current economic climate and increased worker leverage, businesses will need to do more than create an inviting office to house their labor during work hours.
Businesses will need to rethink the role work plays in their employees’ lives — and how to bridge the divide between those at the top and bottom. They will also need to consider an increasingly hybrid and flexible future of work.