In light of the omicron outbreak, many companies are adopting innovative approaches and employing technology to help mitigate inequality in the workplace.
The traditional principle of going to the office five days a week, or working from early morning to late afternoon may be dying out, as work systems give way to more creative and flexible approaches to motivating employees to do their jobs.
For example, the Zoom application, which many institutions and workers relied on during the epidemic period, began allowing more than 6 thousand workers in an e-commerce company in San Francisco, America - called "Bolt" - to choose between working from their offices or homes or hybrid work. Telework for a number of days per week or month.
The company has also boldly adopted the option to work permanently for 4 days a week for its entire staff, according to a report published by the American newspaper "Washingtonpost".
Companies allow employees to choose between working from their office or home, or hybrid work (Shutterstock)
You decide when and where to work
Meanwhile, workplace communications management company Slack is reimagining its offices as primarily a place to launch projects and hold meetings, and tech giants Amazon and Salesforce are letting their employees decide within One team when and where they should work based on the nature of the projects at hand.
These new approaches come at a time when companies are rethinking workplace policies amid the rapid spread of the Omicron mutation and the "great resignation season" as employers find it more difficult to retain their talented employees, the newspaper said.
Anita Williams Woolley, a professor of business administration at Carnegie Mellon University in the United States, believes that "people were feeling that the epidemic was on the way to receding until Omicron reared its ugly head and set companies back... Now there is a lot of work to do." Waiting at any institution.
But as with any major change, Woolley adds, companies that do not take a measured approach to implementing their policies can inadvertently exacerbate employee inequity.
For example, if a company asks its employees to choose two days in which they work from the office, it may follow that some of them will not get the opportunity to work together, and it may not be useful to them either, and this will necessitate the necessity of establishing cooperation days in one way or another, as it may lead to It will ultimately make the workplace less equitable if managers base assessments on the scale of time each employee spends in the workplace.
The formulation of the new approach to work relied on the feedback of employees and customers who advocated the principle of flexibility and freedom of choice (Shutterstock)
New working arrangements
Woolley believes that organizations can mitigate some of these issues in the workplace by focusing on practices that allow information exchange without requiring employees to attend meetings, and task-tracking tools such as MeisterTask and GitLab can help Create spaces for brainstorming and discussion without overburdening employees with other video meetings.
Zoom stated that the new work arrangements revealed earlier this week give employees the ability to choose how they want to work, and that it is a policy that does not take into account the previous situation of employees, and allows them to change their options by working in the office or remotely if they change Their opinion, stressing that the formulation of the new approach relied on the feedback of employees, clients and peers who defended the principle of flexibility and freedom of choice.Keywords: