These Changing Times
How a Pandemic Has Changed How We “Go to Work”
By Krista Harding, Director of Operations
As vaccination rates rise and we prepare to return to some semblance of normal, it’s time to consider how our professional lives will look in the future. While this past year certainly hasn’t been easy, many of us have grown accustomed to working differently. From the dress code – business on top, casual on the bottom – to virtual meetings and a nonexistent commute, we’ve established a new normal. Now, employees are looking to their employers to consider different ways of doing business in the post-COVID world.
An article from USA Today we shared on our social media pages on 4/14/2021 focused on just this topic. The top priorities of employees listed in the article included the introduction of employer-supported childcare, increased flexibility, and permanent work-from-home offerings. Indeed, hybrid schedules and the opportunity to work from home full-time seem to be hot topics. And for good reason: offering alternative work arrangements can come with a lot of benefits, including increased employee satisfaction and retention, decreased spending on office space, and a positive environmental impact, to name a few. But for many, job responsibilities don't allow for a work-from-home set-up. And for nonprofits especially, limited resources prevent the ability to offer benefits like free childcare.
As more employers begin to introduce pricey perks for new hires and veteran employees alike, what can those who can’t afford to match these incentives offer to remain competitive? Here are a few ideas.
Compressed work weeks. How many times have you wished for just one extra weekend day? What if your organization offered employees the opportunity to work a compressed work week, permanently? The total number of hours in the workweek remain the same, they’re just completed in four days instead of five.
Summer hours. Here in Minnesota, summer days are limited. Let’s encourage our employees to enjoy them. Is it feasible for all staff to wrap up early on Fridays from June through August?
“Bonus” holidays or PTO. Take a hard look at your organization’s schedule. Are there any slow periods? If so, consider turning one into a bonus holiday. Alternatively, offer an extra day – even a half day! – of PTO. This may not have a huge impact on your bottom line, but will be incredibly meaningful to employees.
A revised dress code. Let's face it, we've all gotten comfortable in our sweatpants. And while they may not be appropriate in an office setting, a shift to accepting more casual wear in the workplace may be a sufficient compromise.
Place a greater emphasis on work-life balance. Especially in nonprofits, long days and weekend hours are the norm. It isn't shocking to see an email from a colleague sent at all hours of the night. However, doing so can make others feel pressure to be readily available at all times in order to respond. Set a new precedent to shut down outside of official business hours and ask others to do the same.
Open your doors to dogs. Let’s not forget the positive impact our furry friends can have on our mental health. Help puppy parents avoid the toll of separation anxiety and allow them to bring their dogs to work. Not ready to make the policy change? Local rescues will bring the fun to you through time-limited puppy play dates.
Poll the audience. Can't do any of these things? Want to ensure a new employee incentive initiative is impactful? Ask your staff to weigh in. I have no doubt they will have lots of interesting and creative ideas. And don’t forget to share with us what you learn!