In this second part of the expert round-up, as we continue our state-of-work adventure, we\u2019ll cover the following:<\/p>\n\n\n\n
- \n
- Do employers and employees share views about the future of work?<\/li>\n\n\n\n
- What business trends will we be enjoying in our (near) future?<\/li>\n<\/ul>\n\n\n\n
Let\u2019s begin. <\/p>\n\n\n\n
Do employers and employees share views about the future of work?<\/h2>\n\n\n\n
The pandemic has shown us that employers and employees have different views of all things related to work. <\/p>\n\n\n\n
A lot of the debate has been focused on the benefits and challenges of different remote work models<\/a> \u2014 and not everyone is on the same page on this one. <\/p>\n\n\n\n
In this section of this expert round-up, I wanted to further discuss the gap \u2014 or the lack of it \u2014 between what employers and employees want the future of work to be. <\/p>\n\n\n\n
Some employers want to go back to the way it was <\/h3>\n\n\n\n
Why do some employers want everything to go back to the way it was before the pandemic?<\/p>\n\n\n\n
Well, for Nadia Harris<\/a>, the Founder of remoteworkadvocate.com<\/a>, this seemed like a tricky question \u2014 she believes that most employers just want things back to the way they were for no apparent reason: <\/p>\n\n\n\n
\n\n![\"\"](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2024\/11\/Nadia-Harris.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cMany employers want people to \u2018go back\u2019 just because it’s \u2018always been that way\u2019. No solid justification rather than staying in their comfort zones and schemes that have been present on global employment markets for a long time.\u201d<\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Moreover, Dr. Daniel Wheatley<\/a>, Associate Professor in Business and Labour Economics at the University of Birmingham<\/a>, argues the following: <\/em><\/p>\n\n\n\n
\n\n![\"Dan](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Dan-Wheatley.png\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cWhat employers look for in a workplace is highly dependent on their philosophy and work culture.\u201d<\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
In other words, some people are interested in keeping control over their employees:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers wedded to traditional routines of work will desire the workplace to involve co-locating employees \u2014 in such a way that time and effort they afford to work can be monitored, and leaders can retain a high level of control over employee routines.\u201d<\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n \n
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\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nSome believe no workplace model will be the norm<\/h3>\n\n\n\n
For Bill Catlette<\/a>, Partner at Contented Cow Partners<\/a>, one thing is clear \u2014 there is no longer an employer workplace model that represents the norm. He explains how we got here: <\/p>\n\n\n\n
\n\n![\"Bill](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Bill-Catlette.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cFor many, the office model remains in doubt because of the lingering effects of COVID, and a talent market where, for the time being, workers have unprecedented bargaining power owing to skill shortages.\u201d<\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Although he believes that hybrid work models are gaining popularity, he says that many leaders don\u2019t know how to manage hybrid teams: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cDepending on the industry and the type of work being done, hybrids seem to enjoy a dominant position. That said, there are a number of companies and industries captained largely by “graybeards” where the aging management model wants all the chickens back in the coop full-time, if only because that’s the only way they know how to manage.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Some employers are focused on employee retention <\/h3>\n\n\n\n
Vice President of Marketing at Motivosity<\/a>, Logan Mallory<\/a>, argues that employee retention remains the top focus for many businesses: <\/p>\n\n\n\n
\n\n![\"Logan](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Logan-Mallory.png\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers WANT to create a workplace that’s compelling \u2014 and most want to be a great employer.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
However, he also acknowledges that problems arise because employers manage different types of people \u2014 and then try to accommodate everyone:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201c[Their] team members have different life needs, different preferences, different work histories, and different personalities. An employer can’t possibly accommodate every need and every want.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Mallory adds that employees have to be more understanding of these limitations on the part of their employers:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployees need to understand that employers have limitations on resources (expertise, time, money). There are certain workplace circumstances that SHOULD be adhered to (inclusion, safety, integrity, etc.) \u2014 but that doesn’t mean they can provide the workplace that each team member sees as the dream situation.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Ultimately, for Mallory, employers and employees should be on the same page goal-wise:<\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cAt the end of the day, however, employees and employers do have the same end goal: to have an enjoyable work experience, one that they look forward to and thoroughly enjoy. It is also about what both sides can bring to the table to meet that goal.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Some believe employers should focus on \u201cuser experience\u201d<\/h3>\n\n\n\n
Although she believes that many employers want to go back to as things were, Harris says there are also employers who understand the need to change and challenge their workplaces. Yet, this can be a bit tricky, she elaborates: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cSome propose connecting the office with work-from-home elements, to create a win-win solution for both sides. Well, this won’t work in my opinion, as hybrid work isn’t about connecting the “old normal” with the “new normal” \u2014 but creating a scalable employee experience that embraces flexibility, human connections, and productivity.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
In her recent book, How to tackle hybrid working<\/em><\/a>, Harris explains a unique point of view \u2014 companies should be approached as websites and should be focusing more on user experience<\/strong>: <\/p>\n\n\n\n
\n\n<\/figure>\n<\/div>\n\n\n\n\n\u201cThis is everything, really. There’s a big need to focus on intrinsic motivation rather than just incentives for employees. I think that, these days, people look for authenticity and a possibility to connect their lifestyle and what they believe in with a working environment that enables them to thrive.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n \n
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\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n\n \n\n\n\nSome think employers are still figuring things out <\/h3>\n\n\n\n
When I asked Jossie Haines<\/a>, CEO and Founder of Jossie Haines Consulting, about her views on the future of work, she said that many employers are still in the process of working things out:<\/p>\n\n\n\n
\n\n![\"Jossie](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Jossie-Haines.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployers are trying to figure out which trends are here to stay and work for the type of business they are building. For some companies, for example, if you work on hardware, you need some of your employees to come to the office daily to use the physical tools they can\u2019t take home. Employers are looking for some stability in the current uncertainty.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Some employers and employees are aligned in their needs and desires<\/h3>\n\n\n\n
For Art Shaikh<\/a>, Founder & CEO of CircleIt<\/a>, and his team, the needs and desires are aligned. He explains what this means in practice:<\/p>\n\n\n\n
\n\n![\"Art](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Art-Shaikh.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cLuckily for us, we are a mission-based company, so there is a lot of alignment on what the team and I see as vital to a successful working environment. I want to ensure that my team has what they need to be successful in work and in their personal lives, so I don’t have the same friction some leaders experience in these matters. From day one, I made sure to provide top-tier healthcare and a hybrid work environment, in addition to significant equity packages.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Another one of our experts, Nate Martin<\/a>, The Co-Founder & CEO of Puzzle Break<\/a>, thinks that many employers are devoted to doing the right thing for their employees: <\/p>\n\n\n\n
\n\n![\"Nate](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Nate-Martin.png\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cEmployees are seeking remote arrangements at unprecedented rates, and for good reason. Who wants an onerous commute if you can avoid it? I’m happy to see that *most* employers are doing the right thing as they seek the right fit for their culture.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
Some think matching all expectations is the winning combination <\/h3>\n\n\n\n
Team Culture Facilitator and Consultant, Giorgia Savic<\/a>, also believes that matching the expectations of employers and employees is the winning combination for a sustainable business. <\/p>\n\n\n\n
How can this be achieved? <\/p>\n\n\n\n
\n\n![\"Giorgia](\"https:\/\/cake.com\/blog\/wp-content\/uploads\/2023\/05\/Giorgia-Savic.jpeg\")
<\/figure>\n<\/div>\n\n\n\n\n\u201cIt requires open and constant communication and a psychologically safe environment. Certain reports, like the one of McKinsey and Company from 2021, have shown that employees were quitting because managers didn\u2019t actually know what employees wanted. We can change this. Let\u2019s remind ourselves that different generations have different expectations of the workplace.\u201d<\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/em><\/p>\n<\/div>\n<\/div>\n\n\n\n
In harmony with Savic\u2019s perspective, Jackie Leavitt<\/a>, Editor In Chief at Cloudwards<\/a>, explains that, in many cases, what employers want and what employees want can overlap. <\/p>\n\n\n\n
In any case, there always has to be employee trust<\/a> and support: <\/em><\/p>\n\n\n\n
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