The jump to remote work for many during the pandemic removed geographical barriers and provided greater flexibility in how and where we do our jobs; ushering in a new type of digital nomad: the anywhere worker.
This, or some variation of this, is at the heart of many corporate recruiting messages. What many leaders may not realize, however, is the startling truth of this statement when it comes to employee loyalty. According to a new study by BetterUp Labs, people want more friends at work and more than half (53%) would even trade some compensation for more meaningful relationships with colleagues.
New research from Kadence claims that since working from home, Gen Z and Millenials feel disproportionately isolated, and say it is negatively impacting their ability to build and develop relationships at work – and potentially harming their career progress.
Companies have been working tirelessly to enhance and improve the fluid working experience as a way to attract and retain employees in the highly competitive labor market. Coworking spaces are considered productivity destinations for employees.
Perhaps more than experienced workers, those in Generation Z just entering the workforce over the last few years have been asked to adapt to greater and more frequent workplace changes. And for the most part, they are rising to the challenge.
Amid all the debate over how many days a week organizations can expect staff to be in the office and the extent to which employers are embracing a permanent transformation to the hybrid or remote working that so many were forced to adopt in response to the pandemic restrictions over the past couple of years support is building for something rather more revolutionary: the four-day working week.
Generation Z has entered the workforce. Recognized as the most populous, diverse and tech-savvy of all generations yet, zoomers, as they are colloquially referred to, are poised to have a major impact on how and where work is done.
Ninety-five percent of all daily decisions are made by the subconscious part of the brain, including choices made at work. These include but are not limited to decisions to be social, engaged, and connected with those around you. While this decision-making process is subconscious and primal, neuroscience can shed light on the ways in which people tend to feel connected or disconnected in the workplace. This is important because research on this topic shows that feeling connected in the workplace correlates to employees’ sense of being more (or less) engaged, productive, and loyal.
The COVID-19 pandemic has dramatically changed the way Americans spend their time. One of the most enduring shifts has occurred in the workplace, with millions of employees making the switch to work from home.