The arrival of this beginning of the course is not like that of other years. The massive vaccination campaign in recent months, as well as the decrease in Covid-19 cases, have greatly changed the plans of thousands of companies. These have seen in the return to the office, the first step to return to normality.
In fact, although it is true that since the beginning of 2021 companies have begun to experiment with which system best suits their needs after confinement and the hardest period of the pandemic, in recent months it has been shown that there are signs of change.
Many companies took advantage of the ‘back to school’ in September to reopen the doors of their offices, although they did so with nuances. We have seen how, culturally, the change that is taking place affects the mentality conceived until the arrival of Covid-19 and the gears have been fine-tuned to reach a clear objective: make work satisfying for everyonebetting on greater flexibility.
Flexibility that has led us to multiple options. From the companies that have opened the options for the worker to work wherever they want and offering time freedom, to the hybrid system that, it seems, is being imposed more widely and that leads to some days of teleworking and others in the office.
What does seem clear is that it is time to make decisions on this matter. With a large part of the Spanish population vaccinated, teleworking becomes a resource rather than an obligation and with these rules, organizations must provide their solutions. At the end of summer, more than 1.8 million Spaniards, according to INE data, still worked more than 2 days a week at home. Only time will tell if that figure decreases at this start of the course.
More than 1.8 million Spaniards, according to INE data, still worked more than 2 days a week at home
Thus, a great range of possibilities that should get us to finish learning a valuable lesson: to be more permeable to variations and changes in strategy to adapt to the demands of the moment in which we live.
What is clear is that companies must be patient. Are structural changes that affect them personally and professionally, so they must have time to settle effectively.
Although it is true that confinement forced full teleworking for many sectors and there was no choice but to adapt to that paradigm, currently the conflict of interest on the part of workers and employers is real. Workers who prefer the remote system, those who want to return to the office routine, or managers who want a progressive return to the misnamed ‘old normality’.
In fact, we are always in a great hurry to anticipate changes and anticipate them, but this It’s just the start of a revolution which, now, with more calm, can be carried out by putting new issues on the table.
The labor system is not only knowing whether to work in the office or at home, but also opens up other fronts such as the conception of the office, which must become a safer place for our health than in the past. In addition, digitization and new tools must already -and in fact are already achieving it- occupy a privileged place to help us.
And it is that until now, Many of the Spanish companies did not recognize the importance of digitization in your work environment. Those of us who advocate the digitization of mechanical processes must row and facilitate in our day to day that changes like these can be made to address the new paradigm in the best way.
But also in other matters such as the registration of working hours, the four-day working day for greater conciliation, new metrics around salary for gender equality, the dematerialization of expenses and even the digitization of Resource processes. Human Resources (HR) simple but necessary for everyday work. The companies are already working on these matters to help create a labor system in accordance with the needs and situations that we have encountered in recent years and that will mark the future of employment in the medium term.
*** Yoann Artus is Country Manager of PayFit in Spain.