Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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Recession fears are leading companies to tighten their belts. Simultaneously, workers are demanding more from their employers than ever before. Is there a middle ground?Â
Perhaps. Â
According to new data from LinkedIn, today’s labor market is divided into two distinct groups: remote work seekers and in-office work seekers.
Remote work has opened a world of possibilities in what it means to be an efficient, productive and satisfied workforce. It could also be the answer to the increasingly tight labor force.  Â
Companies have touted various benefits and perks in an effort to bring in employees. Casual Fridays and catered lunches are just a few examples of how leaders have tried to spark employee engagement, but these antiquated methods are better left in the pre-pandemic era.Â
Today, professionals want choice and a voice, both of which they had little of pre-2020. In the last few years, employees have explored and discovered exactly what does — and doesn’t — motivate them. For many, being in the office fell in the latter category.Â
Even more, labor tightness was more prominent among in-person work as remote jobs swoop in to grab high-skilled workers.Â
In fact, remote and in-person work sat on polar opposite sides of the talent attraction spectrum. Â
For every worker looking for an in-person position, there were two job openings. On the other hand, data showed that there were two applicants for every remote job opportunity in the U.S.  Â
This provides a tangible lesson for employers: if job applications are stagnant, loosening workplace restrictions and expanding flexible options could be a starting point in driving interest.Â
