{"id":41091,"date":"2022-04-09T13:35:08","date_gmt":"2022-04-09T20:35:08","guid":{"rendered":"https:\/\/www.careersingovernment.com\/tools\/?p=41091"},"modified":"2022-04-09T13:35:21","modified_gmt":"2022-04-09T20:35:21","slug":"critical-post-pandemic-workplace-challenges","status":"publish","type":"post","link":"https:\/\/www.careersingovernment.com\/tools\/gov-talk\/covid-19\/critical-post-pandemic-workplace-challenges\/","title":{"rendered":"Critical Post-pandemic Workplace Challenges"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” admin_label=”section” _builder_version=”4.15.1″ background_image=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2022\/04\/1-3.jpeg” background_position=”bottom_center” custom_padding=”0|0px|0|0px|false|false” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” global_colors_info=”{}”][et_pb_row column_structure=”1_3,2_3″ admin_label=”row” _builder_version=”4.15″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”306px|0px|91px|0px|false|false” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.15″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][\/et_pb_column][et_pb_column type=”2_3″ _builder_version=”4.15″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_divider show_divider=”off” disabled_on=”on|on|off” _builder_version=”4.15″ height=”200px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.15.1″ text_font=”PT Sans||||” text_text_color=”#ffffff” text_font_size=”72″ text_line_height=”1.1em” background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”620px” min_height=”275px” custom_margin=”-69px|0px|0px|||” text_font_size_tablet=”52″ text_font_size_phone=”” text_font_size_last_edited=”on|tablet” global_colors_info=”{}”]<\/p>\n

Critical Post-pandemic Workplace Challenges<\/strong><\/p>\n

[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ custom_padding_last_edited=”on|desktop” _builder_version=”4.15″ custom_padding=”0px|||||” custom_padding_tablet=”50px|0|50px|0″ custom_padding_phone=”” padding_mobile=”off” global_colors_info=”{}”][et_pb_row column_structure=”1_3,2_3″ column_padding_mobile=”on” custom_padding_last_edited=”on|tablet” admin_label=”row” _builder_version=”4.15″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” max_width=”1200px” custom_padding=”20px||0px|” custom_padding_tablet=”0px|||” custom_padding_phone=”” use_custom_width=”on” custom_width_px=”1200px” global_colors_info=”{}”][et_pb_column type=”1_3″ _builder_version=”4.15″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/www.careersingovernment.com\/tools\/wp-content\/uploads\/2021\/06\/Kelly-Barcelos.jpeg” title_text=”Kelly Barcelos” show_bottom_space=”off” align=”center” align_tablet=”center” align_phone=”” align_last_edited=”on|desktop” disabled_on=”on|on|” _builder_version=”4.15″ animation=”off” sticky=”on” global_colors_info=”{}”][\/et_pb_image][et_pb_text disabled_on=”on|on|” _builder_version=”4.15″ text_font=”PT Sans|on|||” text_text_color=”#02b875″ text_font_size=”20″ text_line_height=”1.2em” header_text_color=”#000000″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” text_orientation=”center” max_width=”140px” module_alignment=”center” custom_margin=”20px||0px|” global_colors_info=”{}”]<\/p>\n

KELLY BARCELOS<\/a><\/span><\/p>\n

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Kelly Barcelos is a progressive digital marketing manager for Jobsoid \u2013 Applicant Tracking System. She is responsible for leading the content and social media teams at work. Her expertise and experience in the field of HR enable her to create value-driven content for her readers \u2013 both on Jobsoid\u2019s blog and other guest blogs where she publishes content regularly.<\/p>\n

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In 2021, government instructions caused employees to work remotely. We saw almost 62% of Americans<\/a> working from home due to the pandemic, making companies cooperate with technology. This sudden shift caused companies to adjust their habits according to the new normal. But as the country sets to open again and employees are about to return to offices, new challenges await their doorsteps.<\/p>\n

6 Post-pandemic Workplace Challenges<\/h4>\n

As soon as everyone got settled working remotely, the world started functioning back to normal again. Employees and companies are still struggling to adjust to this sudden change as they tackle new challenges thrown at them.<\/p>\n

Hybrid Work Culture<\/strong><\/p>\n

When the first lockdown ended, we were introduced to the idea of hybrid work culture. Hybrid working includes calling employees alternately for two or three days of the week while other days they have to work from home. But this working format brings its downsides.<\/p>\n

Due to the hybrid culture, it got difficult to get back to routine. Every employee in a team has a different routine, and getting them to work on the same track is challenging when everyone is not in the office. Moreover, companies are also battling to pay the building costs as employees only use the office space for half of the week.<\/p>\n

Solution:<\/u><\/em> To make hybrid offices more sense, companies should consider reimbursing employees for electricity and network connection they use while working from home.<\/p>\n

Employee Turn-over<\/strong><\/p>\n

As remote working employees are being called to work back from the office, it brings companies a major employee retention challenge. About 44% of employees<\/a> said they want to continue working from home for three days or more a week after the pandemic. Moreover, people are willing to leave their job to work remotely, giving them more flexibility and freedom.<\/p>\n

Solution:<\/u><\/em> Providing more flexibility to your employees by adopting a hybrid work culture or making an entire remote working culture can hold a competitive advantage. Other than flexibility, companies also need to provide additional employee benefits like health insurance or access to mental health wellness resources for maximum employee retention<\/a>.<\/p>\n

Attracting and retaining top talent has been one of the most difficult challenges to tackle after the pandemic which is why companies should also consider succession planning<\/a>. When these techniques might level up your game, it\u2019s hard to disregard that a high employee turnover rate also affects employer branding<\/a> negatively.<\/p>\n

Teamwork<\/strong><\/p>\n

Virtual meetings can never replace in-person meetings, and that is a fact! But working remotely has forced everyone to participate in virtual conferences. But as everything is going back to normal, some employees return to the office while others choose not to. Regardless, such a virtually constrained network has compromised the quality of teamwork necessary for effective employee collaboration.<\/p>\n

Solution:<\/u><\/em> To get the team chemistry going, companies should hold more events or programs that need team participation and include virtual participation for remote employees.<\/p>\n

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As the country sets to open again and employees are about to return to offices, new challenges await their doorsteps.<\/p>\n

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KELLY BARCELOS<\/p>\n

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Regrouping the Team With Pandemic Hires<\/strong><\/p>\n

Employees hired during the pandemic might not have even met the current employees of your company. Due to this disrupted on-boarding hurdle, they might find themselves adjusting to the company a lot slower than others.<\/p>\n

Solution:<\/u><\/em> To overcome this challenge and welcome pandemic-hired employees into the office culture, you can consider creating a special event where you can reintroduce your pandemic-hired employees to the workplace and their colleagues. Host a small event where members from the same team can have a chance to bond with each other over topics that are not just work-related.<\/p>\n

Company Culture and Trust<\/strong><\/p>\n

If a company decides to call employees back to the office, they may risk losing their gems. However, companies will struggle to keep the office culture intact if they continue working remotely. Either way, you are left to tackle the pandemic-affected employees with a general burnout<\/a>.<\/p>\n

Solution:<\/u><\/em> As employees adjust to a post-pandemic world, companies need to ace their management game. According to statistical data<\/a>, almost 83% of business owners expected their revenues to increase by the end of 2021 by obtaining talent based on technical skills and providing support to burned-out employees.<\/p>\n

Managing Visitors<\/strong><\/p>\n

If your employees are returning to the office, so are your clients, interview candidates, stakeholders, interns, suppliers, and more. But after this global pandemic, everyone has been particular about following social distancing guidelines.<\/p>\n

The old-fashioned way of hiring a receptionist at your front desk is not the most practical option to think of at the moment and here\u2019s why:<\/p>\n