More than a year has passed since the World Health Organization declared COVID-19 a pandemic and all kinds of offices, shops and jobs were closed. What many of us thought was a short job of working from home quickly turned into an augmented reality.
As the number of COVID-19 cases decreases, more and more people are being vaccinated and face mandates relax, employers around the world are taking steps to determine the future of their team. For marketing leaders, this provides an opportunity to assess the expectations, policies, and rituals that should be passed on after a pandemic – and those that should be left behind.
Using Advanced listening to Sprout Socialwe analyze more than 149,000 posts on Twitter from April 1, 2021 to June 15, 2021 to learn more about how companies prepare for the future of work, how employees respond to it, and how managers can best support them anywhere in the job.
People have varying feelings about the future of work
As the number of vaccinations increases, discussions about opening offices are on the rise at the same time. However, less consistent is the way people view the future of work.
April 2020: Working from home sucks
April 2021: If we have to go back to the office full time, I will stop
– Sophie Vershbow (@svershbow) April 27, 2021
Of all the tweets analyzed in our listening topic, 36% reported positive, 27% neutral, and 37% negative. By looking at the trend lines below, we can see how much opinions change on a daily basis.
For employers who are in the midst of reopening an office, timing, transparency and communication are all. Not everyone is ready to switch back to the office full time, even if they have been vaccinated, and respecting it could be to maintain make-or-break skills.
All symbols refer to hybrid work models
A hybrid work model where employees can split time between working in the office and telecommuting is a popular compromise that companies can accept when returning to the office at full voltage.
Between April 1, 2021, and June 15, 2021, tweets for hybrid work increased by more than 240%. In contrast to the upcoming job interview, 57% of these tweets reported positive, 26% neutral, and only 17% negative).
The upward trend in hybrid discussions is in line with business trends. Even some leaders are still reluctant flexible working patterns, nine out of ten organizations worldwide plan to combine teleworking with on-site work.
Despite all the evidence #WFH & hybrid #job Schedules are a win-win, I expect some companies will inevitably bring people back to the office full time.
Like an elastic band after stretching, it returns to its original shape.
Some leaders just don’t want change.
– Mark C.Crowley (@MarkCCrowley) May 4, 2021
Adopt employee-preferred work practices and environments
Harvard Business School Online recently commissioned a study of professionals who worked remotely during the COVID-19 shutdown and found that telecommuting did not impair productivity, unlike the opinions of some leaders. In fact, it did the opposite.
Every third respondent felt more focused and that both their overall performance and quality of work improved while working from home.
Some roles are more naturally suited to the office environment, but many marketers have a position that can be done remotely if they want to. When companies decide which business model is the best way forward, managers should listen to their employees to assess where and when they perceive their productivity.
In addition to gathering internal feedback through traditional employee surveys, companies can use social listening to gain unfiltered views of culture to influence their plans.
Because vaccines are widely available, companies bring workers back to the office. In March 2020, I thought the idea of sending home was insane. I think I’m doing my best work here. I am more productive. I work much longer, but overall I’m more satisfied. No one else?
– Lyndsey Marie (@LyndseyOnAir) April 28, 2021
Take care of your social media team and their mental health
Social media leaders in particular shoulder to shoulder a lot professional challenges last year. While some things slowed down during the events of 2020, Harris Poll’s data on behalf of Sprout Social revealed that the use of social media increasedAnd there are no signs of a slowdown. In addition, 90% of business leaders reported that over the next three years, the company’s social media marketing budget will increase significantly.
The growing demands of the social role, combined with the “always on” nature of social activity, make burning a real challenge that employers need to keep in mind.
In our listening topic, we found the amount of that message mental health and exhaustion has started ballooning as more jobs open up.
For some, the flexibility and autonomy of telecommuting can help minimize combustion. For others, the structure of the office and the communal nature are beneficial to mental health. Instead of making a decision about employees, business leaders should preferably consult them on what they think is best for their long-term well-being.
Teleworking is a disability problem. That is a women’s concern. It is a person who wants better mental health. If you want to go back to the office, no one will stop you. But you should not step on the rest of us.
– Shantini (e.g. shanti209) June 5, 2021
For extroverts who love being close to people:
It’s great that you’re excited to go back to the office and be close to your age again, but remember that there are a lot of people in the office environment who are less productive, anxious, easily distracted, etc. 1/3
– elhector (@elhector) May 27, 2021
Decentralized teams can open doors to more diverse abilities
Businesses can reap numerous long-term benefits by adopting these policies. One stands out in particular: inclusive hiring opportunities.
Shared, remote groups mean that location no longer determines a job seeker’s role or value from a pay perspective. Removing the position error from the equation opens the door to more versatile abilities, which is good news for marketers.
Marketing teams that include a diversity of thinking, experience, culture, and background are better able to connect with different audiences, which should always be the goal.
“When we look at the post-pandemic workplace, leaders have the opportunity to redesign processes, policies and norms in line with the core principles of diversity, fairness and inclusion, including making flexible work at the core of your work model.” https://t.co/RB0dci8qmI
– Jenni Field (@mrsjennifield) April 17, 2021
The future of work is now
The great work of the home test has not yet come to a conclusion, but the results have shown that remote or hybrid models are here to stay in the long run. No matter what path the business takes, employers should listen to their employees at all stages of opening up or rethink the actions of their teams. Through their guidance and feedback, companies can continue to develop their labor policies.
Social listening gave us insights into the future of work. It has also helped Sprout customers and employees answer questions such as “What day is a day off?” Read more to get an answer to this and eight other questions.