A paradigm is defined as a typical pattern of thought or way of doing things. A paradigm shift occurs when the concepts and rituals we are accustomed to, change significantly. With the COVID pandemic forcing many people to suddenly work from home, we experienced more of a paradigm earthquake. And now, as businesses start to re-open and people head back to the office, we’re poised again on another transformation.

The Pandemic

A few years ago, corporations were suspicious of remote work. They feared that employees could not work effectively in a virtual environment. The arrival of the COVID pandemic gave many companies the choice of remote work or no work.

The almost instantaneous shift to remote work was challenging. Not only were people working from home, but they were simultaneously caring for children and homeschooling. Adding to that were the technological challenges of connecting remote workers to corporate networks and the learning curve as teams figured out how to communicate through non-face-to-face interactions. It’s no wonder that productivity declined somewhat.

However, as the days turned into weeks and the weeks turned into months, remote work became our “new normal.” The fears of corporations were unfounded. Employees still did their job without in-person supervision. And in some cases, they were more productive than they were in the office. Teams learned new technology tools and found ways to communicate effectively.

As the economy slowly re-opens, the question is: “Do employees need to return to an office building five days a week for eight hours a day?” The answer is, “It depends.”

Employers’ Perspectives

Real estate is expensive. If a company decided to adopt workstation sharing (also known as hot desking), it could have 25%-50% of its employees working remotely on any given day. Then they could reduce the size of their physical office space – a significant change on their financial statement.

Remote workers who set their own hours may be more productive. Imagine a Vancouverite in charge of accounts in Spain. That employee could shift their workday, staying up until well after midnight Pacific Time to meet with European clients during their morning.

There are downsides to remote work. With a reduction of face-to-face interaction between team members, they may lose some benefits such as collaborative problem-solving and innovation and building rapport between and amongst staff and management.

Employees’ Perspectives

From an employee’s point of view, there are trade-offs. Being disconnected from the team may result in fewer career advancement opportunities. Another disadvantage (that I hear many parents say) is not being able to interact with your peer group. There is also a risk of missing valuable networking opportunities – not just within your workplace but with other industries in the geographical area of the office.

As far as productivity goes, I’ve heard both sides. Parents say there are days they are too busy homeschooling to accomplish their work tasks. Other parents indicate that they can do more work because they don’t spend hours commuting.

Some employees (specifically the extreme nighthawks and early-birds) love the ability to set their own hours and work when they have peak energy. On the other hand, some people are too distracted by housework, feel too cooped up in their home, or need to be in an office to put them in a productivity mindset.

Gazing Into the Future

As I see it, we are on the precipice of another paradigm shift. We will see more hybrid workplaces where employers will offer opportunities to work remotely to many, or even all, of their staff. Of course, that means modifying the pre-pandemic business model to improve productivity. Adopting new human resources practices and redesigning corporate structures and communications will be essential. Employers will also need to balance the autonomy and support of their staff to enable maximum productivity.

If I had a crystal ball, I could see into the future, but alas, I cannot. However, I can tell you that this paradigm shift will redefine the word “workplace,” which will have repercussions on time management and productivity. Naturally, Out of Chaos is here to help whether you’re looking to book an in-person or virtual workplace seminar or need help organizing your in-home or in-office workspace. Contact us today!

Image by Xuxuxu97 on Pixabay.

References

1. Alexander, Andrea, et al. “What Employees Are Saying about the Future of Remote Work.” McKinsey & Company, McKinsey & Company, 20 Apr. 2021, mckinsey.com/business-functions/organization/our-insights/what-employees-are-saying-about-the-future-of-remote-work.
2. Christie Smith Senior Managing Director – Strategy & Consulting, et al. “The Future of Work.” Accenture, Accenture, 30 Apr. 2021, accenture.com/us-en/insights/consulting/future-work.
3. Ebersole, Glenn. “A Post-Pandemic Paradigm Shift Is Coming to the Workplace.” Central Penn Business Journal, Central Penn Business Journal, 28 Sept. 2020, cpbj.com/post-pandemic-paradigm-shift-coming-workplace/.
4. Howe, David C., et al. “Paradigm Shifts Caused by the COVID-19 Pandemic.” Organizational Dynamics, 7 Nov. 2020, p. 100804., doi:10.1016/j.orgdyn.2020.100804.
5. Lund, Susan, et al. “What’s next for Remote Work: An Analysis of 2,000 Tasks, 800 Jobs, and Nine Countries.” McKinsey & Company, McKinsey & Company, 3 Mar. 2021, mckinsey.com/featured-insights/future-of-work/whats-next-for-remote-work-an-analysis-of-2000-tasks-800-jobs-and-nine-countries.
6. McKendrick, Joe. “Remote Work Evolves Into Hybrid Work And Productivity Rises, The Data Shows.” Forbes, Forbes Magazine, 31 May 2021, forbes.com/sites/joemckendrick/2021/05/30/remote-work-evolves-into-hybrid-work-and-productivity-rises-the-data-shows/.