More Flexible Work Models Want Employees in The Post COVID-19 Era

Nowadays, employees all over the world are reluctant to return to the traditional working models of the pre-pandemic era. More specifically, 74% express the desire for a more flexible professional future instead of returning to the common way of working.

It is clear that this pandemic has accelerated the digital transformation and the transformation of our life. Both at a personal and a professional level. Employees are now using technology to achieve a new future, seeking greater freedom and flexibility.

That means either spending more time with loved ones (47%), saving money (41%), or working remotely (32%). In fact, almost a third (32%) of employees face working remotely as the third biggest benefit, coming from the expansion of the new coronavirus.

So, employees nowadays use technology to spend more time with their family (47%), while the second most common reason is for saving money (41%). In fact, most of the advantages revolve around the search for new opportunities for personal time and activities that have nothing to do with working. As we see the work-life balance becomes even more important.

The above findings emerged from the research conducted by Kaspersky. Almost 8.000 small and medium-size enterprises participated in the research.

«Entrepreneurs suddenly have to face the reality of working remotely. They have to adapt quickly in order for their companies to remain safe and resilient. Employees are using this moment of change as an opportunity to plan a future as they want it» Kaspersky comments.

Employees reconsider the next regularity in the workplace. Their desire lands to more flexible, welcoming, and humane work cultures. Almost two in five employees (39%) want to leave behind the 9 το 5 working schedule. This percentage is even higher for those aged 25-34 (44%), indicating an increasing trend.

A similar number (34%) is ready to leave behind the classic offices and about a third (32%) wants an end to the classic five-day working schedule.

«However, as employees continue to adopt more modern and flexible ways of working, it is important for companies to increase and adapt the support they provide», the analysts emphasize. More than a third (38%) of the workforce seeks better technological support from the companies when working remotely. As a result, the need to provide tools and technology to keep employees productive, connected, and secure has never been greater.

To help organizations keep their flexible workforce secure, Kaspersky provides specific advice for company executives. More specifically, Kaspersky insists on «raising the awareness of the employees on digital security issues. Whether they work from home or a cafe, remote working brings a whole new change in the behavior and mentality of employees. Enhancing the knowledge of the employees on digital security issues. Taking basic data protection measures to secure corporate data and devices. These measures include enabling password protection, encrypting work devices, and backing up. Lastly, creating security inside and outside the office is another crucial factor. Making employees feel secure either in their offices or on the go, regardless of the device they use, is now entirely possible».

Back in 2018, Regus published research predicting that by 2030 flexible work would be the new normal. 87% of employees answered in that survey that they prefer this model. According to the study, that flexible work could contribute up to 10.4 trillion dollars to the global economy by 2030.

Also, IWG conducted a survey asking more than 18,000 business leaders from 96 countries. Business leaders warned that companies could risk losing talents if do not adopt flexible distance working models.

91% of respondents said that the flexible workplace allows employees to be more productive, while 80% said that allowing their employees to work where they wanted helped to hire and retain top executives.

This report/news/ranking/statistics has been prepared only for general guidance on matters of interest and does not constitute professional advice. You should not act upon the information contained in this publication without obtaining specific professional advice. No representation or warranty (express or implied) is given as to the accuracy or completeness of the information contained in this publication, and, to the extent permitted by law, CEOWORLD magazine does not accept or assume any liability, responsibility or duty of care for any consequences of you or anyone else acting, or refraining to act, in reliance on the information contained in this publication or for any decision based on it.

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