Zoom just isn't the same
The frustration from managers and decision-makers within SMEs continues to grow. We’re getting very close to a collision between those who love their flexible working arrangements and the under-pressure managers who have had enough of the disconnect. Managers whom grew up in the office in the pre-covid era, they know the importance of every touchpoint. The watercooler conversations, the pre- and post-meeting chats, the hallway interactions. Observing how more experienced staff hold themselves, how they speak, and the language they use. Every one of these moments was critical in their personal development, in their knowledge of industry and business. And, arguably most importantly, in the building and solidifying of relationships with their colleagues.
"Why are they at home??? I need them in here today. It’s just not the same over Zoom!"
COVID-19 forced us into a world of transactions. Log on to Zoom at this time. But don’t turn your video on until the meeting is about to start. Log off when you’re done. Don’t check on your colleague and have follow-up discussions because we have another Zoom to log on to. Don’t forget to walk the dog either. And you can probably sneak in a quick yoga session too.
In a difficult economy, managers are walking a tightrope between flexible working and being back in the office. Many big businesses have said, ‘enough is enough – you’re back in the office or we’ll find someone else.’ That is fine for big business, but if you only have a small team, losing one or two staff members can have a devastating effect on the business.
“We see and hear this every day. And there’s no magic wand. What we try to do is find the pain points for the employer and help them so they can focus on their day-to-day business. Some businesses are suited to flexible working and do it really well. For others that require more human interaction, that’s just not possible. As an example, at Eclat, every member gets 24/7 access to our onsite gym, saving them significant money. We also run 46 free events per year so the employer doesn’t need to. This year we’ve had Tommy Little, Penfolds wine tasting, a Criminal Psychologist, Sports’ stars, Good Friday appeal fundraiser, yoga and wellness sessions, Leadership speakers, women in business panels – the resource required for a small business to run these goes far beyond what is actually achievable but we can provide it so they don’t have to.” – Eclat CEO, Nick Maxwell.
The evolution of flexible workspaces has been dramatic. Prior to the pandemic, the idea of remote work was often considered a perk, a privilege reserved for a select few. The shift to a predominantly remote workforce during the pandemic demonstrated that productivity could be maintained outside the traditional office setting. However, the long-term effects of this shift have revealed some critical challenges, particularly for SMEs.
The essence of office culture extends beyond mere productivity metrics. It encompasses the spontaneous interactions and organic team-building opportunities that happen when employees share the same physical space. The serendipitous conversations at the coffee machine, the impromptu brainstorming sessions, and the subtle yet significant mentorship that occurs when junior employees observe their senior counterparts – these elements are hard to replicate in a virtual environment.
"SOME BUSINESSES ARE SUITED TO FLEXIBLE WORKING. OTHERS REQUIRE MORE HUMAN INTERACTION"
For many businesses, especially SMEs, the challenge lies in balancing the flexibility that employees have come to expect with the need to foster a cohesive and collaborative work environment. Hybrid working models, shared coworking spaces and serviced offices have emerged as a potential solution, allowing employees to enjoy the benefits of both remote and in-office work. However, the implementation of these models and utilising these facilities is not without complexity. Employers must navigate the logistics of scheduling, ensure that remote workers do not feel isolated, and create policies that maintain fairness and consistency.
To attract employees back to the office, businesses are increasingly investing in amenities and benefits that enhance the quality of life for their staff. This trend is evident in the rise of hospitality-infused workspaces, which offer a range of services and perks designed to make the office experience more appealing. From state-of-the-art meeting rooms, fitness centres and wellness programs to gourmet cafeterias and social events, these amenities aim to transform the office from a place of work to a vibrant community hub.
The focus on employee well-being and satisfaction is not just about enticing people back to the office; it’s also about retention. In a competitive job market, the ability to offer a superior work environment can be a significant differentiator. Employers who can create a positive and engaging office experience are more likely to attract and retain top talent, ensuring their business remains resilient and competitive.
While flexible working is here to stay, the push for being back in the office continues and will only get stronger. The challenge for employers is how hard to push. Set days and set rules? One rule for everyone? What if we lose people?
The next six to twelve months will be crucial as businesses navigate this complex landscape. The decisions made during this period will shape the future of work and determine how effectively companies can balance the benefits of flexibility with the undeniable advantages of in-person collaboration.
Image Credits
Eclat
