The 'new normal'

2020 was supposed to be the year of the flying car and the human race living like the Jetsons, but instead, we’ve all been forced into a fairly basic existence, with no luxuries or privileges and definitely no flying cars. We’re now a nation of avid cyclists, it seems – perhaps too late for Tokyo 2020 2021 though, unfortunately.

The last few months – if nothing else – has provided us with new phrases and buzzwords that I’m sure we’re all now used to and fed up of hearing and reading on a daily basis: ‘social distancing’, ‘isolation’, ‘quarantine’, ‘the curve’ and of course ‘furlough’ and its past tense verb form ‘furloughed’ – not to mention the endless talk of ‘the new norm’ (why do we need to shorten the word normal?).

But it is ‘the new normal’, that is perhaps the most important new phrase that we, as employers, need to pay attention to and spend time exploring, in order to find the right balance. Thousands of workers are preparing to return to working life after weeks – or months – of being ‘furloughed’ by their employers. This will certainly bring its own hurdles to overcome, as I’m sure a high percentage of people have enjoyed the pause button being hit on their hectic lifestyles, and have embraced our early summer in the garden with their loved ones… and rightly so. But this phase is now coming to an end and we must now focus on how to transition back into normality. But what does the ‘the new normal’ look like?

There are going to be a range of groups that people fall into, and as with any diverse workplace, it’s going to be a juggling act to find the right balance that is consistent, sustainable and productive, whilst catering to each of these different groups.

“I cannot wait to get back into the office full time.”

After the long period of being in lockdown and having life as we know it snatched away from us, there will be a high percentage of workers who will be eager to get back into the office/workplace and get back to business to make up for lost time. They will have missed the buzz of the office, camaraderie amongst colleagues, their usual routine, the feeling of independence… and likely have a new-found respect for primary school teachers!

“I’m keen to return to the office, but with flexible working hours.”

In a similar way to the group above, those who fall into this group would like to reconnect with everyone and get back to normal… but may not be looking forward to the daily commute! Whether you are sat – or likely stood – on a train or sat in traffic, I think we can all agree that isn’t high on anyone’s lists of ways to spend our freedom once we get it back. According to research from Direct Line Life Insurance, there are approximately 13 million people across the UK who will request long term work changes. Two in five (44%) will be requesting permanent flexible working arrangements, including altering shift patterns to avoid busy rush hours, or in some cases discussing the possibility of a 4-day week.

“I will return to the office but I would like regular days working from home.”

This group starts to sway more towards the other end of the spectrum: they’ll return to the office because they feel it’s expected from their employers, and they will feel that there is loyalty to be repaid for keeping their jobs open during these times. But they’d much prefer to be at home and will have strong arguments as to why they are more productive working this way. From the same research carried out by Direct Line, 12% of the workforce would like to work from home two days a week; 10% would like to work from home one day a week, and the same percentage three days a week.

“I do not want to return to office life; I would like to work remotely full time.”

Having enjoyed being at home, this group see no real value in returning to work in the office environment. They feel their productivity is at the same level as it was in the office, and in most cases, argue that they’re more productive and focused working remotely. According to the report, 8% of workers want to ask their employers to work from home permanently, but with regular ‘keep in touch days’ working from the office (1-3 per month).

Employers are also looking at more flexible working options, with 43% of HR directors saying that they will be looking to offer some employees the option to work from home 5 days a week, and 20% will consider offering employees the option to work from home for a proportion of the time.

Chloe Couper, business manager at Direct Line Life Insurance, has stated: “While the lockdown has been an incredibly difficult and disruptive time for many, it seems to have also had an impact on the mindset of millions of UK workers about the aspects of their life they want to change once it is over.”

“Many people wouldn’t have considered their employer would accept a flexible working request, despite it being legal to make one, before the pandemic, but now companies and employees have become used to home working as the ‘new norm’, it seems many hope to make part of the change permanent. Going through such a serious event as a pandemic will understandably make some people want to reassess their lives and priorities going forward. Protecting health and family are vital and it is great to see so many wish to spend more time doing both.”

The reality is that depending on your job role, it might not be possible or within the businesses’ best interest to alter the working options – but the proactive and progressive employers are looking at new options as we enter a new world. What can we change to not only remain competitive in our marketplaces, but to increase employee wellbeing and general happiness?

Employers are faced with the difficult task of not just keeping their businesses profitable as we enter an almost guaranteed period of recession, but also with re-onboarding their own employees and re-integrating them into the business that they were – and still are – integral members of. We must find a solution that is not only consistent across the board, but also flexible enough to cater to each of the employees that fall into any of the aforementioned groups.

In my opinion it comes down to the individual: their past performance, their mindset, motivations and general work ethic.

·       Is the request in the business’ best interest?

·       Will we see the same level of output?

·       Could we see an increased level of output?

·       If it works, could we become more profitable without the expenditure of the office rent?

These are all valid questions for any employer at this time. Ultimately, the returning workforce who want to make it work will do just that. Those who have one eye on working half days and dipping in and out of emails to show they are ‘at work’ will also do just that. But it’ll be short lived. Providing your team with all the tools they need to exceed, within a safe environment, whilst ensuring that they’re fully engaged has to be the priority. If this can be achieved then the level of employees’ customer service, enthusiasm in their work and general activity will increase.

The employers that adapt and find a new way of working will, in my opinion, thrive. However, the employers that revert to the stubborn ‘we’ve always done it this way’ mantra will stagnate and struggle to accept the new world we are now entering.

The next few months will prove to be just as challenging as the last few months we’ve all endured. But what is certain, is that we will find the ‘new normal’ that works best for us, as individuals and collectively, and that will differ from company to company. But before long, hopefully life will be exactly that... normal.

But then again, who wants to be normal??!!