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Infographic

Infographic: COVID-19 changed how work gets done

Future of Work|Total Rewards|Integrated Wellbeing
COVID 19 Coronavirus

August 21, 2020

As employers power through the pandemic, managing new work priorities, there are opportunities to enhance the employee experience.
COVID-19 changed how work is done. Creating some positive upshots for the employee experience. Employers are managing shifting work priorities – 53% of workforce are FTEs working remotely versus 7% last year. Expect 22% to be full-time working remotely post COVID-19. 74% are incorporating new protocols and staggered work schedules. And increasing the use of automation 16% last year 18% currently 23% post COVID-19. 
Closely monitored cost management actions persist. One in six changed expense policies for work from home expenses. Almost half are likely to conduct a layoff if necessary before Q4.
Organizational changes have had a positive impact – organizational culture 48%, employee well being 47%, and employee experience 44%. Those realizing a positive impact on employee experience say leaders are more focused on: protecting employee health and wellbeing (72%), valuing contributions (39%), and connecting to work teams 38%.  
Focus on work and help create a high-performance employee experience. The high-performance employee experience model – work. 
-	Excellent – Drive: “Where transforming agile and ahead of the market.” - Mindset needed to succeed. 
-	Emphasis – Voice: “I have a say in what I do.” - How to create personal agency. 
-	Essential's – Organization: “We’re efficient flexible and continually improving.” - Systems and processes to support work.
COVID-19 changed how work is done. Creating some positive upshots for the employee experience. Employers are managing shifting work priorities – 53% of workforce are FTEs working remotely versus 7% last year. Expect 22% to be full-time working remotely post COVID-19. 74% are incorporating new protocols and staggered work schedules. And increasing the use of automation 16% last year 18% currently 23% post COVID-19. Closely monitored cost management actions persist. One in six changed expense policies for work from home expenses. Almost half are likely to conduct a layoff if necessary before Q4. Organizational changes have had a positive impact – organizational culture 48%, employee well being 47%, and employee experience 44%. Those realizing a positive impact on employee experience say leaders are more focused on: protecting employee health and wellbeing (72%), valuing contributions (39%), and connecting to work teams 38%. Focus on work and help create a high-performance employee experience. The high-performance employee experience model – work. - Excellent – Drive: “Where transforming agile and ahead of the market.” - Mindset needed to succeed. - Emphasis – Voice: “I have a say in what I do.” - How to create personal agency. - Essential's – Organization: “We’re efficient flexible and continually improving.” - Systems and processes to support work.

Our HPEX Model reveals a path to shaping a positive employee work experience and powering a sustainable reset

Cover the essentials

Organization

Provide structured support systems so that employees know where to find the information, tools and resources to get the job done.

Pull ahead

Voice

Enable employees to bring their full selves to work in an inclusive environment allowing them to openly communicate views and contribute to solving business challenges.

Excel!

Drive

Anticipate customer needs to stay ahead of the market. Embrace an agile mindset and foster innovation energizing employees to do great work in a thriving organization.

These work interventions occur in the context of a constantly changing environment, where organizations need to be agile to enable their employees to perform and collaborate effectively in hybrid situations - at home, at work and all variations in between.

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