Your guide to the modern workplace

Your guide to the modern workplace

This month the World Health Organisation (WHO) has officially declared the COVID-19 pandemic over. While the end of the pandemic is naturally a cause for celebration, its impact on the workforce has been profound and will likely continue to shape the future of work for years to come. In this article, we explore the current state of play for the workforce and explore what clients and candidates need to know for future recruitment.

1.    Returning to the workplace
Many organisations have gradually started to transition from remote work to in-person operations for some time now. In fact, over 80% of clients now require employees to be in the office for a minimum of two days per week and more often three. The most important benefits linked to this have been seen as improved creative collaboration and improved company culture. Whilst many have enjoyed a reduced commute and expedience of online meetings, employees who have mostly been working remotely will need to adjust and embrace the reality of the office return.

2.    Mental health and well-being
The reduced social contact brought about from the pandemic has taken a toll on the mental fitness and well-being of workers worldwide. Employers have begun to prioritise company benefits and other practices that have a positive impact on the mental well-being of their employees. Often this comes in the form of counselling and other mental health support as well as flexible working arrangements to help them readjust to the post pandemic work environment.

3.    Shift in workforce dynamics
The pandemic accelerated workplace trends much faster than anyone could have anticipated. Remote work, digital transformation and automation have become integral parts of many companies and industries. Many organisations are continuously looking at where they can invest in better tech in order to improve efficiencies across their teams and processes. As part of this, most companies will maintain a hybrid work model allowing the balance of improved technology and social collaboration with an improved company culture.

4.    Candidate expectations and work-life balance
The pandemic has certainly promoted the re-evaluation of work-life balance and employee priorities. Many candidates have reassessed their career paths and are more likely to be seeking jobs that align with their values, provide flexibility and prioritise culture. In a recent UK study, employees are more than twice as likely to leave their job due to a toxic work environment or a negative company culture than any other factor. Organisations that prioritise employee well-being, continue to offer some sort of flexible work arrangements and drive a positive and purpose lead work culture will have greater success at attracting and retaining their top talent.

5.    The resilience and bounce back ability
The pandemic exposed vulnerabilities in many industries including hospitality, property and construction. Companies have been forced in invest in contingency plans and business continuity strategies. Candidates are certainly taking these factors into consideration when interviewing with new organisations. Those that are able to answer these questions and challenges effectively and provide answers about the resilience and bounce back ability are generally having greater success as appointing their candidate of choice.
It is safe to say the impact of the pandemic on the workforce will endure for the foreseeable future. However, there is a clear transition for companies moving back to the office, meaning employees and prospective candidates will need to adapt expectations. Companies and staff will need to continue to work together to find a tailored balance in the post pandemic landscape, prioritising company culture and mental health considerations to build a more resilient and flexible workforce for the future.

If you would like to discuss how to stay ahead in attracting and retaining talent in the post-pandemic landscape in more detail please contact the team at

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