Fostering the post-pandemic digital workplace
The greatest disruption from the pandemic is the shift to remote work arrangements. The workplace is no longer a physical space which employees occupied during regular office hours – the workplace becomes a location where work actually happens. And now as we begin the shift to an endemic phase, corporate Malaysia is embracing hybrid work. For employees, this would mean fostering a workplace environment that is engaging but also provides flexibility for employees.
In a global survey conducted by EY, nine out of ten employees in Malaysia want flexibility in where and when they work, with half saying that they would consider quitting their jobs if not provided post-Covid-19 pandemic flexibility. The survey also canvassed attitudes to existing work practices, with employee respondents broadly positive about the impact of remote working. The majority agreed that, beyond its positive impact on culture, a new mix of onsite and remote work would increase the company’s productivity and creativity.
This is something which employers can no longer negate. However, what this means for employers is fostering new workplace cultures which embrace the shift in the way of work in the post-pandemic era. Although the benefits of remote work have been acknowledged and embraced by employers and employees, the drawback of hybrid work is the lack of physical connection and ability to collaborate at an instance. Impromptu encounters are lacking, and may affect meaningful connection amongst colleagues which could affect the quality of work and overall workflow. Not only that, communicating digitally is more constricted which may cause digital burnout. Therefore, employers must consider ways to foster connection in the digital workplace.
Traditional means of communicating using only email is no longer feasible. The digital workplace is all about the employees’ ability to collaborate, communicate and connect with each other. This means that workplaces must use platforms where instant communication is available to forge productive relationships in the workplace. When employees are able to communicate seamlessly, workflow is guaranteed and productivity will be at a status quo.
Employers can also take advantage of the digital workplace to develop a digital workplace culture that is suited with the organisation’s existing culture. Digital workplace cultures will necessarily rely on the existing culture of your organisation, and this will guide the way employees behave at work. Therefore it becomes crucial for employers to develop a change management plan and digital workplace strategy that will align the digital workplace culture with your organisation.
Following that, productivity and engagement becomes more crucial than presenteeism in the digital workplace. Hybrid work arrangements require trust in the employees that they will be accountable during work hours. Employees in this situation must also be open about their work processes and any changes that may happen in their schedule throughout the working day. This will foster trust and better productivity in the long run.
All in all, it is important that employers shift the existing culture to the digital workplace. This way there will be continuity of workplace cultures all the while working in the digital realm.
