Retaining talent in the post-Covid era

How flexibility can help your business retain talent in the post-Covid era

Also available in spanish

 

Remote work helps talent retention 

There is a lot of wondering and uncertainty about what will happen to workplaces once the pandemic ends and whether we will be back to the office, continue remote working, or look for a hybrid approach. Some companies already decided to come back to the office: “We want people back to work and my view is that sometime in September, October it will look just like it did before,” JPMorgan CEO Jamie Dimon said Tuesday during The Wall Street Journal CEO Council. “And everyone is going to be happy with it, and yes, the commute, you know people don’t like commuting, but so what.”

So what? 90% of employees report they want to be able to keep their time-location mastery. They want to work hard but in a way that works best for them. Just like the way they have delivered over this past year when productivity was on par with previous years. Consequently, companies that are inflexible about remote working aren’t just risking losing their own talent, but will also have a harder time recruiting new talent in the next generation. CNBC recently published an article about workers considering to quit their job because they can’t stand the feeling of being overwhelmed and, therefore, looking for new opportunities with more flexibility. “If their current company doesn’t continue to offer remote-work options long-term, they’ll look for a job at a company that does”.

— Consequently, companies that are inflexible about remote working aren’t just risking losing their own talent, but will also have a harder time recruiting new talent in the next generation.

At UbiWork we believe that allowing flexible work is key to retain talent in the post-covid era, and this does not only concern flexible working hours but also flexible working locations. The next 3 scenarios will show how to allow working remotely from abroad can determine whether the employee will leave the company or not:

  • An employee in a nordic country might struggle to be motivated during winter because of the darkness and cold weather. Biologically, the lack of vitamin D makes you tired and less productive. Having the possibility to work from a Southern country for some weeks or months during winter would not only give a boost of performance but also make the employee happier and less prone to leave the company for another company that allows that.
  • There is a lot of worker mobility inside Europe, especially in the IT sector. Many employees work from foreign countries. Being able to combine visiting their family in their home country while working is key to retaining them. We have first-hand experience of how the average quit-time is 2-3 years for engineers in foreign countries. We believe this would drastically improve if more flexibility regarding work location would be granted.
  • During the covid-pandemic, while working from home, every remote-worker has inevitably wondered whether they could carry out their job from a different location. This is what the future of tourism looks like — being able to combine remote work and tourism, being able to work ubiquitously, being able to ubiwork.

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