Workplace culture

Research from PwC shows there is a disconnect between employers and employees when it comes to what the return to work may look like post-pandemic.

The one-year mark since coronavirus engulfed the U.S. is here. Employers and employees are continuing to adapt to remote work while contemplating their plans for a return to the office.

“Creating a healthier and safer environment will be a differentiator for staff retention and recruiting,” says Vimal Kapur, president of Honeywell Building Technologies.

TeamFlow lets workers create a virtual floor plan of their office space, and move around within their pod. Employees can pick up on conversations and communicate easily, mimicking the feeling of walking around a physical workplace.

Employers including Walt Disney Company and Costco cinched the 51-100 spots on Glassdoor’s annual “Best Places to Work” awards.

While 77% of managers feel like their employer genuinely cares about their overall well-being, only 55% of employees do, according to data from Limeade.

With remote work and social distancing continuing into the holiday season, employers are turning to virtual solutions to build engagement with their employees.

“My insights from comparing living as a man and living as a woman is that we still have a very long way to go,” said Caroline Farberger, the chief executive of a Swedish insurance company.

The hurdles faced by Black professionals who break into the financial services belie the notion that their small numbers at the industry’s top ranks are a pipeline problem.

Opening a bank or investment account — or even securing employment in a racism-free workplace — is out of reach for many Black Americans.

Unconscious bias can impact an organization’s hiring practices and overall company culture — and unfair habits may be intensifying under the isolation of quarantine.

There's a balance between allowing an employee's freedom to express themselves in conversations with their co-workers while still performing their jobs, says labor and employment attorney Aaron Holt.

Employers can offer several resources and benefits to help reduce the stress and physical and mental health impact on employees who are caring for aging family members.

Creating a poor facsimile of the office — perhaps by lining up a day of back-to-back Zoom calls — isn’t the way to get through this isolated time. That will only remind us of all that we’re missing.

By incorporating flexibility into a work culture and focusing on your community, companies will be stronger and better at the outset of COVID-19.

One out of four women said they may downshift their careers or leave the workforce entirely, threatening decades of career progress for female employees.

Offices aren’t going away, and they shouldn’t. But they are going to face more competition than they used to, and employers will need to think harder about the purposes they serve.

Bosses should do more to make the work-from-home experiment palatable and safe for all involved by subsidizing utility bills and workspace equipment, and changing managerial habits, with more trust given to employees.

For employers who are hoping to hire back high achievers, staying in contact with their furloughed employees is key.

More female talent in an organization creates greater job satisfaction, stronger organizational dedication, less burnout, better retention and higher engagement.