Employee-first work culture in a post-pandemic workplace
To say that the past two years have transformed the human race permanently is no exaggeration. The unprecedented health crisis that the world is still undergoing has changed every sphere of life and has impinged upon us the need to be more humane. These ongoing changes are also changing the future of work, where pandemic-driven changes in work models with a diverse workforce.
When remote or hybrid work has become the order of the day, the employee value proposition (EVP) has changed. In keeping with the next normal, companies are not only considering employee expectations but are also reinforcing more impactful ways for employees to feel connected and ensure the sustainable growth of company culture.
Improving employee productivity with empathy
Depending upon the employer’s and employees’ preferences, companies are offering a hybrid work model that also encourages work-life balance. A top-down culture of deep research, planning, and prioritization ensure that employees plan and execute tasks better. With a hybrid work model here to stay, companies are inculcating new-age methods to ensure productivity.
A wide range of tools powered by innovative technology is being implemented to ensure that employees perform productively. Continuous feedback mechanisms and tracking tools have been implemented, where employees can review their progress on goals and improve their performance based on the feedback they receive regularly.
Increased involvement with leaders via one-on-one interactions ensures involvement and keeps employees abreast of their contribution to organisational goals.
Paying attention to well-being
If the pandemic has taught us anything, it is empathy. Employers, therefore, are paying close attention to the needs of employees and providing them with various tools that give them the impetus to stay motivated as they work. FloBiz, for instance, has a dedicated area for book lovers where they can pick up books of their choice and read during breaks. Similarly, a gaming corner allows employees to unwind with their colleagues over a game of carrom or chess.
The leave policy of Flobiz has also evolved. With a young team, Flobiz provides additional leaves for weddings, paternity leaves for young fathers, and special leaves for parents who have adopted children, other than the usual leaves. There is also the provision of opting for compensatory offs for justifiable reasons. This kind of leave policy has been put in place with employee health and well-being in mind, building a sense of belonging among the team.
Furthermore, FloBiz recognises that employees must upgrade their knowledge and upskill themselves in this fast-changing world. To encourage and endorse this trait among employees, and build a knowledge-centric culture, FloBiz rewards employees who upskill themselves or make a consistent effort towards learning under the Rewards and Recognition policy.
All FloBiz employees can also avail the benefits of FloAcademy, where employees are given additional benefits for upskilling and receive reimbursement for the expenses incurred for training supported by the coaching partner. Peak performer is the partner that FloBiz is partnering with to provide executive coaching for senior leadership.
A future-ready workplace
The strategic plans of any organisation cannot be met without its people. The pandemic has elevated personal values and purpose after intense soul-searching that most of us got a chance to do during extended periods of COVID-led lockdowns.
Post-pandemic, organisations are waking up to the fact that employees are their most significant stakeholders. Employees today want more than monetary compensation with an increased sense of self-awareness and worth. They want deeper relationships and want to feel their worth and value in the greater scheme of things.
Companies that are agile and wish to be future-ready must pursue growth strategies rooted in employee growth and well-being.