By Chhavi Agarwal
Wealth of Geeks
A recent survey commissioned by the American Staffing Association, conducted online by The Harris Poll, reveals 39% of Americans favor a hybrid model, blending in-person and remote work for the best of both worlds.
The workforce is divided on the ideal work schedule in a post-pandemic world.
Many believe embracing a modified work schedule could alleviate the burnout expressed by 43% of employees, even if they feel they can’t tell their managers. Meanwhile, nearly a third of respondents prefer the flexibility of a fully remote schedule, while 29% still yearn for the structure and social interaction of a full-time office environment.
The hybrid model allows employees to balance professional responsibilities with personal commitments more effectively. Fully remote work holds the appeal of eliminating commutes and creating a personalized work environment.
Those advocating for a complete return to the office emphasize the importance of face-to-face collaboration, spontaneous brainstorming sessions, and a more precise separation between work and home life.
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Significant differences in generational preferences
The survey reveals notable generational differences in work schedule preferences. About 37% of baby boomers, aged 60 to 78, favor a fully remote work setup, valuing convenience and reduced commute before or during retirement.
In contrast, only 26% of Gen Z, aged 18 to 27, prefer working entirely from home, likely because of the important social interactions and networking opportunities an office environment provides. 31% of Millennials, aged 28 to 43, and 33% of Gen X, aged 44 to 59, favor remote work. This variation reflects the distinct career stages and priorities of each generation.
Nearly half (46%) of individuals with children under 18 prefer a hybrid work schedule, as balancing professional responsibilities with family demands flexibility.
In contrast, only 35% of U.S. adults without children prefer a hybrid schedule, likely due to fewer home obligations and preference for the structure of a full-time office environment or the freedom of fully remote work.
More than half of employees who aren’t fully remote (57%) say they won’t sacrifice a bonus or raise this year. Nor are they willing to take a pay cut in exchange for being able to work remotely full-time.
“The question of whether employees should work fully in person, fully remote, or on a hybrid schedule has been a top issue facing organizations across America since the pandemic triggered a workplace revolution four years ago,” says Richard Wahlquist, chief executive officer at the American Staffing Association. “While some predicted the end of in-person work, the survey found that half of U.S. employees currently work 100% in person. Employees’ attitudes are changing, with 68% of U.S. workers now stating that they prefer a hybrid or in-person schedule.”
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How employers can fulfill employee needs
Employers’ work arrangements should prioritize flexibility and recognize that one size does not fit all. While the hybrid working model, combining in-person and remote options, has gained popularity, it may not suit every organization or employee.
In such cases, employers can explore alternative options like fully remote work, flexible hours, compressed workweeks, job sharing, or implementing adaptable leave policies.
—————
Flexible hours
Employers can allow employees to start and end their workday at varying times, provided they complete the necessary hours and meet their work requirements. This flexibility lets employees accommodate personal schedules, such as dropping off children at school or attending appointments, without sacrificing work obligations.
It helps employees maintain a better work-life balance, increasing job satisfaction and decreasing burnout, ultimately boosting productivity.
—————
Compressed workweeks
Employees can also offer the option to work longer hours over fewer days, such as four 10-hour days instead of five 8-hour days. This model consolidates shifts, giving employees an extra day off each week.
Free time can improve well-being and job satisfaction, leading to higher morale and sustained productivity during workdays.
—————
Job sharing
Allow two or more employees to share the responsibilities of a single full-time position. This teamwork enables them to work part-time while ensuring the role is fully covered.
This approach can cater to employees who need or prefer part-time work due to personal circumstances, like students or caregivers. It also helps retain valuable talent who might otherwise leave due to an inability to commit to full-time hours, thereby maintaining productivity and reducing turnover costs.
—————
Flexible leave policies
Implement generous and adaptable leave policies that let employees take time off without strict limitations. This flexibility accommodates unexpected personal or family needs, bettering mental health and reducing stress.
By allowing employees to take necessary breaks, companies prevent burnout and ensure employees return to work refreshed and more productive.
—————
Wellness programs
Introduce comprehensive wellness programs that encourage employees to take breaks, manage stress, and maintain physical and mental health. These programs could include yoga classes, mental health days, and stress management workshops.
By promoting a culture of well-being, employers enhance employee satisfaction, reduce absenteeism, and maintain high levels of productivity, as healthy employees are generally more focused and engaged in their work.
—————
Employers must prioritize welfare to retain talent
The future of work in a post-pandemic world is leaning towards flexibility and adaptability. As the workforce becomes increasingly diverse in its needs and preferences, employers must recognize and respond to these differences to attract and retain top talent.
Companies can create an environment where employees feel valued and supported by implementing flexible work arrangements such as hybrid models, flexible hours, compressed workweeks, job sharing, and generous leave policies.
Additionally, investing in wellness programs can ensure that employees remain healthy and productive. Embracing these changes not only helps meet the evolving demands of the workforce but also positions organizations for long-term success in an ever-changing business landscape.
Wealth of Geeks
A recent survey commissioned by the American Staffing Association, conducted online by The Harris Poll, reveals 39% of Americans favor a hybrid model, blending in-person and remote work for the best of both worlds.
The workforce is divided on the ideal work schedule in a post-pandemic world.
Many believe embracing a modified work schedule could alleviate the burnout expressed by 43% of employees, even if they feel they can’t tell their managers. Meanwhile, nearly a third of respondents prefer the flexibility of a fully remote schedule, while 29% still yearn for the structure and social interaction of a full-time office environment.
The hybrid model allows employees to balance professional responsibilities with personal commitments more effectively. Fully remote work holds the appeal of eliminating commutes and creating a personalized work environment.
Those advocating for a complete return to the office emphasize the importance of face-to-face collaboration, spontaneous brainstorming sessions, and a more precise separation between work and home life.
—————
Significant differences in generational preferences
The survey reveals notable generational differences in work schedule preferences. About 37% of baby boomers, aged 60 to 78, favor a fully remote work setup, valuing convenience and reduced commute before or during retirement.
In contrast, only 26% of Gen Z, aged 18 to 27, prefer working entirely from home, likely because of the important social interactions and networking opportunities an office environment provides. 31% of Millennials, aged 28 to 43, and 33% of Gen X, aged 44 to 59, favor remote work. This variation reflects the distinct career stages and priorities of each generation.
Nearly half (46%) of individuals with children under 18 prefer a hybrid work schedule, as balancing professional responsibilities with family demands flexibility.
In contrast, only 35% of U.S. adults without children prefer a hybrid schedule, likely due to fewer home obligations and preference for the structure of a full-time office environment or the freedom of fully remote work.
More than half of employees who aren’t fully remote (57%) say they won’t sacrifice a bonus or raise this year. Nor are they willing to take a pay cut in exchange for being able to work remotely full-time.
“The question of whether employees should work fully in person, fully remote, or on a hybrid schedule has been a top issue facing organizations across America since the pandemic triggered a workplace revolution four years ago,” says Richard Wahlquist, chief executive officer at the American Staffing Association. “While some predicted the end of in-person work, the survey found that half of U.S. employees currently work 100% in person. Employees’ attitudes are changing, with 68% of U.S. workers now stating that they prefer a hybrid or in-person schedule.”
—————
How employers can fulfill employee needs
Employers’ work arrangements should prioritize flexibility and recognize that one size does not fit all. While the hybrid working model, combining in-person and remote options, has gained popularity, it may not suit every organization or employee.
In such cases, employers can explore alternative options like fully remote work, flexible hours, compressed workweeks, job sharing, or implementing adaptable leave policies.
—————
Flexible hours
Employers can allow employees to start and end their workday at varying times, provided they complete the necessary hours and meet their work requirements. This flexibility lets employees accommodate personal schedules, such as dropping off children at school or attending appointments, without sacrificing work obligations.
It helps employees maintain a better work-life balance, increasing job satisfaction and decreasing burnout, ultimately boosting productivity.
—————
Compressed workweeks
Employees can also offer the option to work longer hours over fewer days, such as four 10-hour days instead of five 8-hour days. This model consolidates shifts, giving employees an extra day off each week.
Free time can improve well-being and job satisfaction, leading to higher morale and sustained productivity during workdays.
—————
Job sharing
Allow two or more employees to share the responsibilities of a single full-time position. This teamwork enables them to work part-time while ensuring the role is fully covered.
This approach can cater to employees who need or prefer part-time work due to personal circumstances, like students or caregivers. It also helps retain valuable talent who might otherwise leave due to an inability to commit to full-time hours, thereby maintaining productivity and reducing turnover costs.
—————
Flexible leave policies
Implement generous and adaptable leave policies that let employees take time off without strict limitations. This flexibility accommodates unexpected personal or family needs, bettering mental health and reducing stress.
By allowing employees to take necessary breaks, companies prevent burnout and ensure employees return to work refreshed and more productive.
—————
Wellness programs
Introduce comprehensive wellness programs that encourage employees to take breaks, manage stress, and maintain physical and mental health. These programs could include yoga classes, mental health days, and stress management workshops.
By promoting a culture of well-being, employers enhance employee satisfaction, reduce absenteeism, and maintain high levels of productivity, as healthy employees are generally more focused and engaged in their work.
—————
Employers must prioritize welfare to retain talent
The future of work in a post-pandemic world is leaning towards flexibility and adaptability. As the workforce becomes increasingly diverse in its needs and preferences, employers must recognize and respond to these differences to attract and retain top talent.
Companies can create an environment where employees feel valued and supported by implementing flexible work arrangements such as hybrid models, flexible hours, compressed workweeks, job sharing, and generous leave policies.
Additionally, investing in wellness programs can ensure that employees remain healthy and productive. Embracing these changes not only helps meet the evolving demands of the workforce but also positions organizations for long-term success in an ever-changing business landscape.
