Since the pandemic started in early 2020, our lives are upside downed and we have to adapt to the post pandemic. We used to work very hard to get a career achievement and goal. However, the pandemic brings unclear path to our lives. Employees became exhausted, self-efficacy decreased, and cynicism grew. Studies found out more than 50% of the global workforce simultaneously quitted their daily 9 to 5 job.

Adapt to Post Pandemic: Reason for leaving?

The major reasons for leaving are unsustainable workload and unbearable stress. So, why there are unsustainable workload and unbearable stress?

During the pandemic, many organisations kept marching ahead. Stretch goals remained, despite employees being unable to meet the demand. Employees wanted to safeguard their jobs, spent extra personal hours for work. Then, the act made an unbalance between work and personal life. Finally, employees are reporting a high degree of stress, anxiety, burnout, and fear.

What can an organisation do?

Too many employees were pushed past their breaking points. Researchers suggested employers to do as below:

1. Mental health Support

More concern about the psychological safety in the workplace, being more empathy and support to employees. Organisations need to infuse support and guidance into every interacton to remove friction. Furthermore, the organisation should:

  • Focusing on more personalized communication when an issue arises, not overloading with information all at once;
  • Listening better to what employees have to say;
  • Using feedback to make real changes that meet new employee expectations.

2. Hybrid and Return to Office Policy

We all experienced how COVID changes our daily lives. Going to work no longer means that place has to be in an office. An investigation finds out 2/3 of the workforce wanted to spend 1/5 or less time working at a shared physical site. So, the office design will be difference. For example more smaller hubs and individual desk areas and fewer large conference-style rooms.

3. Paid Leave

People nowadays are more concern work-life balance. Reimagining workforce is in paid leave policies is becoming a critical area in a future. The paid leave including:

  • Extended parental leave
  • Paid leave for caregivers
  • Extended sick leave
  • Bereavement leave for those employees who’ve dealt with stillbirth and miscarriages.

4. Improving Fairness

Employees are more concerning to the fairness on gender, colour and age. So, the organisations should create a fairer employee experience. And it will be the most important initiative for Human Resource Executives in 2022.

For further information, please contact us.

You may want to read: Hong Kong Government Special Work Arrangement Extended