Few of us are strangers to the phrase, “workplace arrangements”. Heck, we’ve touched upon the topic more than once here, and for good reason. The workplace arrangement debate became such a point of contention due to the pandemic. And while we’re moving toward business as usual, the landscape continues to be unsettled; what we have observed is the beginning of a lasting impact. This includes firm stances from companies and corresponding responses from employees, especially along generational lines and according to work-life preferences.
To recap, the workplace arrangement conundrum centers on three main modes: 100% in office; 100% remote; and a hybrid mode. It’s clear that many companies want to pull employees back into the office. How to do that successfully remains muddled and somewhat debatable. Within the insurance space, some companies are exerting complete return-to-office mandates forcing employees to decide between returning full-time or walking. Outside of the insurance sector, we’ve also seen companies make similar declarations. Regardless of industry, it makes me wonder what the impact is on the regional leaders and managers caught in the cross-hairs and tasked with keeping full rosters amidst these stipulations.
As I type this, I reflect on my own situation and circumstance. I’m sitting in my office that I commute to every morning; a self-imposed on-site mandate. However, I have the flexibility to work from home as needed. As my son gets older, I’ll always choose to be present for the ‘first day of school photo-op’ and after-school pick-up. This correlates with the emotional and personal chord that this topic strikes with employees, with no single right answer. The question that was once largely answered as a result of the pandemic – “Do I work to live, or do I live to work?” – has yet again been thrust to the forefront of workers’ minds across the country.
Employees – having successfully worked in remote capacities for close to five years – are waiting to see how far companies will push the envelope. Will companies toe the line, digging in on their return-to-office mandates, knowing and accepting that employees may walk? If so, what’s the tipping-point wherein they can no-longer afford to lose more talent? Will they then backtrack on those mandates? It’s no longer a game of chicken; it’s become a tug-of-war.
We see a large population of young professionals preferring the hybrid concept, knowing that being in-office brings more opportunities for advancement with the added flexibility of maintaining a work-life balance. Their willingness to be on-site also makes them more attractive to companies with increased job opportunities. Alongside that young professional population, however, we have the ‘sandwich generation’ of 35- to 45 year-olds that in many cases need to be 100% remote. This group may have aging parents requiring care or, like me, young children that need mom or dad for morning drop-offs and afternoon pick-ups. Ultimately, the choice for the employee is convoluted and eventually comes down to individual priorities and ability.
What does this mean? For companies, the stance seems to be clear: they want employees back in the office. However, the big question is this: if you implement a return-to-office mandate and don’t get enough people back, what are you going to do as an organization when you’re already struggling with talent attraction and retention?
While companies’ desires may be clear, the employee’s response is less so and revolves around work-life priorities. As a professional, do you want to pursue leadership roles that would necessitate more time in the office? Alternatively, are you willing to sacrifice career advancement for work-life balance in a 100% remote setting?
The workplace arrangement phenomenon doesn’t appear to be over – rather, we’re continuing to see long-term ripple effects. How will this ultimately transcend the insurance space? We’re already seeing trends along generational lines. If you’re a company and you take a stance, are you willing to weather the reaction? If you’re an employee, it’ll likely come down to personal priorities.
Time will tell, though for some, the first day of school is enough to make anyone think twice.
By Matt Nickens, Partner, Coleman Search Group
