Living the Post-Covid Life

Leadership,

The end of June 2023 marked almost a full year of “post-COVID” operations for most organisations in Australia and New Zealand.

A year of returning to somewhat “normal” times. To more stable environments in which to produce, manufacture, deliver, service and otherwise fulfil the needs, wants and expectations of customers and clients, as well as those of employees and organisations more broadly.

Over the past three years, organisations and their leaders, managers and employees have had to pivot (often quite profoundly) to adopt new approaches to simply survive, let alone contemplate growth. A swathe of new “best practices” has delivered more resilient and hardier workforces and workplaces – a badge of honour we wear as the mark of our success in surviving the pandemic and coming out the other side.

 

New Working Models – Are they working?

 

Take for example the change in working locations during and post-COVID. The latest statistics from LMA’s Leadership, Employment and Direction (L.E.A.D.) Survey show that after a lengthy period of large numbers of employees working exclusively from home during COVID, hybrid working models are now the norm for over a third of the workforce at all levels post-COVID. We’ve demonstrated that working from home CAN work and we’ve made it work not just for now, but seemingly for the foreseeable future too.

However, making this hybrid approach work is still a challenge for many organisations. For example, the current dispute between the Commonwealth Bank and thousands of its employees regarding balancing office vs home work may just be the tip of a very large iceberg.

 

Working Location – during and post COVID

 

Q. Which of the following best describes where you are currently undertaking most of your work?

 

The needs of current and prospective employees continue to evolve and are increasingly focused on flexibility in work arrangements (including Working from Home/remote work) as a key consideration in deciding to work for, and develop with, an organisation.

In our next update, we’ll provide further information about the Employer of Choice Factors that are driving employee attraction and retention. We’ll also look at the reasons why people either choose to stay or feel they need to leave, to make work fit their lives and lifestyles, rather than their lives having to fit often inflexible work arrangements.

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