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推動工作-生活平衡的關鍵在于員工是否擁有選擇權

JANE THIER
2023-12-08

如果員工能自己制定規則,那么幸福感與工作可以并存。

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從疫情爆發至今已經過去了將近四年時間,但許多公司仍要面對一個根本問題,那就是更喜歡居家辦公的員工和更喜歡傳統的面對面工作的老板之間的矛盾。這導致公司員工保留率、生產力和士氣下降。然而,為所有人安排同一種工作模式,確實不能解決問題。

這個結論來自公司健康平臺Gympass聯合Northwell Health開展的最新“工作-生活幸福感狀況”的報告。兩家公司調查了5,000多位全職員工,但并沒有找到明確的答案,來回答目前到底哪里才是“最佳工作場所”這個問題。相反,更支持遠程辦公、混合辦公和現場辦公的上班族比例相當。這表明,影響員工心理健康的關鍵并不是工作地點,而是有沒有選擇的能力。

Gympass對比了兩類員工,一類員工的公司允許自選辦公地點(“匹配”員工),另外一類員工不能自選辦公地點(“不匹配”員工)。有選擇機會的員工效率更高,壓力更少,能得到更好的休息,而且向雇主表示自己感到幸福的比例高一倍。但隨著許多公司發布強制恢復現場辦公的命令,并非所有公司都允許自主選擇,而且不同公司員工的工作幸福感出現了巨大差距。

Gympass的報告稱:“當幸福感缺失達到一定程度后,會引發曠工,使員工完全沒有工作效率,這一點很明顯。但更普遍而且代價更昂貴的結果是“出勤主義”,即員工雖然身在辦公室,卻因為疾病、焦慮或其他干擾而導致效率低下。”

Gympass聯合創始人兼CEO西薩·卡瓦霍對《財富》雜志表示,員工的需求和期待持續變化,而雇主有責任通過豐厚的健康福利和靈活辦公,滿足員工的需求。”他還表示,Gympass支持的靈活性政策,“融合了現場辦公和遠程辦公的好處,但不會強制規定現場辦公的天數或時間。”

大多數職場專家一直呼吁給與員工選擇權,未來工作趨勢的研究者也給出了這樣的建議。這是Atlassian公司Team Anywhere副總裁安妮·迪恩制定辦公政策的基礎。Team Anywhere是該軟件公司的分布式辦公政策,鼓勵員工選擇時間和地點靈活辦公。

迪恩表示,即使每周現場辦公兩三天也是很過分的要求。她在今年早些時候曾對《財富》雜志表示:“混合辦公是一種選擇錯覺。”公司強制規定員工現場辦公的時間,讓分布式辦公可能給員工帶來的諸多好處“以及對公司的許多好處”變成泡影。

迪恩指出,即使違反員工的意愿規定每周現場辦公一天,也要求人們“圍繞辦公室安排自己的生活,而公司必須支付最高的房地產成本。這意味著,你要承擔舊模式的所有成本,卻沒有享受到新模式帶來的效率。”

致命缺陷

Northwell Health首席人力資源官馬克辛·卡林頓在報告中寫道,Gympass的調查結果表明,“推動工作-生活平衡存在致命缺陷。” “我們的職場經歷不可能與生活完全區分開來。這種思維方式如果應用到其他健康維度,馬上就會變得毫無意義。你不會告訴一個病人專注于改善自己的健康-生活平衡,或者告訴一個孤獨的人,做好社區-生活平衡。我們都知道這些經歷構成了幸福感。職業幸福感也不例外。”

因此,允許員工有自主靈活性,對于他們的整體工作滿意度和表現至關重要。大多數員工對Gympass表示,無論是身體健康還是心理健康,每個方面都會影響工作效率。

如今,員工更重視自己的身心健康;幾乎所有(93%)Gympass的受訪者都表示,身心健康與工資一樣重要,這個比例比去年提高了10%。另外一個同比提高的數字是:考慮從不重視員工身心健康的崗位辭職的員工比例為87%。

事實上,幾乎所有(96%)受訪者都表示,未來,他們只會考慮與他們一樣“明確重視身心健康”的公司。但這并不意味著免費訂閱Calm應用,或者在辦公室里提供一個安靜的空間,而是意味著真誠的結構性設計,優先考慮員工的健康,而不是工作成果。

他補充道,當今重視身心健康不再是一種選擇:“它是一種重要的投資……在2024年最成功的公司,是那些能夠認識到身心健康倡議對員工滿意度和生產力具有深遠影響的公司。”(財富中文網)

譯者:劉進龍

審校;汪皓

從疫情爆發至今已經過去了將近四年時間,但許多公司仍要面對一個根本問題,那就是更喜歡居家辦公的員工和更喜歡傳統的面對面工作的老板之間的矛盾。這導致公司員工保留率、生產力和士氣下降。然而,為所有人安排同一種工作模式,確實不能解決問題。

這個結論來自公司健康平臺Gympass聯合Northwell Health開展的最新“工作-生活幸福感狀況”的報告。兩家公司調查了5,000多位全職員工,但并沒有找到明確的答案,來回答目前到底哪里才是“最佳工作場所”這個問題。相反,更支持遠程辦公、混合辦公和現場辦公的上班族比例相當。這表明,影響員工心理健康的關鍵并不是工作地點,而是有沒有選擇的能力。

Gympass對比了兩類員工,一類員工的公司允許自選辦公地點(“匹配”員工),另外一類員工不能自選辦公地點(“不匹配”員工)。有選擇機會的員工效率更高,壓力更少,能得到更好的休息,而且向雇主表示自己感到幸福的比例高一倍。但隨著許多公司發布強制恢復現場辦公的命令,并非所有公司都允許自主選擇,而且不同公司員工的工作幸福感出現了巨大差距。

Gympass的報告稱:“當幸福感缺失達到一定程度后,會引發曠工,使員工完全沒有工作效率,這一點很明顯。但更普遍而且代價更昂貴的結果是“出勤主義”,即員工雖然身在辦公室,卻因為疾病、焦慮或其他干擾而導致效率低下。”

Gympass聯合創始人兼CEO西薩·卡瓦霍對《財富》雜志表示,員工的需求和期待持續變化,而雇主有責任通過豐厚的健康福利和靈活辦公,滿足員工的需求。”他還表示,Gympass支持的靈活性政策,“融合了現場辦公和遠程辦公的好處,但不會強制規定現場辦公的天數或時間。”

大多數職場專家一直呼吁給與員工選擇權,未來工作趨勢的研究者也給出了這樣的建議。這是Atlassian公司Team Anywhere副總裁安妮·迪恩制定辦公政策的基礎。Team Anywhere是該軟件公司的分布式辦公政策,鼓勵員工選擇時間和地點靈活辦公。

迪恩表示,即使每周現場辦公兩三天也是很過分的要求。她在今年早些時候曾對《財富》雜志表示:“混合辦公是一種選擇錯覺。”公司強制規定員工現場辦公的時間,讓分布式辦公可能給員工帶來的諸多好處“以及對公司的許多好處”變成泡影。

迪恩指出,即使違反員工的意愿規定每周現場辦公一天,也要求人們“圍繞辦公室安排自己的生活,而公司必須支付最高的房地產成本。這意味著,你要承擔舊模式的所有成本,卻沒有享受到新模式帶來的效率。”

致命缺陷

Northwell Health首席人力資源官馬克辛·卡林頓在報告中寫道,Gympass的調查結果表明,“推動工作-生活平衡存在致命缺陷。” “我們的職場經歷不可能與生活完全區分開來。這種思維方式如果應用到其他健康維度,馬上就會變得毫無意義。你不會告訴一個病人專注于改善自己的健康-生活平衡,或者告訴一個孤獨的人,做好社區-生活平衡。我們都知道這些經歷構成了幸福感。職業幸福感也不例外。”

因此,允許員工有自主靈活性,對于他們的整體工作滿意度和表現至關重要。大多數員工對Gympass表示,無論是身體健康還是心理健康,每個方面都會影響工作效率。

如今,員工更重視自己的身心健康;幾乎所有(93%)Gympass的受訪者都表示,身心健康與工資一樣重要,這個比例比去年提高了10%。另外一個同比提高的數字是:考慮從不重視員工身心健康的崗位辭職的員工比例為87%。

事實上,幾乎所有(96%)受訪者都表示,未來,他們只會考慮與他們一樣“明確重視身心健康”的公司。但這并不意味著免費訂閱Calm應用,或者在辦公室里提供一個安靜的空間,而是意味著真誠的結構性設計,優先考慮員工的健康,而不是工作成果。

他補充道,當今重視身心健康不再是一種選擇:“它是一種重要的投資……在2024年最成功的公司,是那些能夠認識到身心健康倡議對員工滿意度和生產力具有深遠影響的公司。”(財富中文網)

譯者:劉進龍

審校;汪皓

Even nearly four years on from the pandemic, many companies are still grappling with a fundamental mismatch between the workers who prefer to work from home and the bosses who prefer a standard amount of in-person work. It’s led to cratering retention, productivity, and morale—but picking any one kind of work arrangement for everyone isn’t quite the fix.

That’s according to a new report from corporate wellness platform Gympass in conjunction with Northwell Health on the “State of Work-Life Wellness.” Their survey of 5,000-plus full-time workers didn’t reveal a clear answer to the question of where today’s “best place to work” actually is. Instead, the spread was fairly even among workers who preferred remote, hybrid, and in-office work. That showed that the key for mental wellness, rather than location itself, is the ability to choose.

Gympass researchers compared workers whose companies allowed them to work in their preferred setting (“matched” workers) with those whose settings were chosen for them (“unmatched”). Those who had the opportunity to choose were more productive, lower-stress, better-rested, and twice as likely to report being happy with their employer. But with so many companies issuing mandated office returns, that’s not the norm everywhere, and it’s creating a big gap in workplace well-being.

“When a wellness deficit grows large enough, it can drive absenteeism, a clear and complete lack of productivity,” the Gympass report reads. “But the even more widespread—and costly—result is presenteeism, where employees who are physically at work are unproductive due to illness, anxiety, or other distraction.”

Employees’ needs and wants are continuing to evolve, Gympass’s cofounder and CEO, Cesar Carvalho, told Fortune, and the onus is on employers to satisfy them with strong wellness benefits and flexibility. Gympass itself boasts a flexibility policy that “embraces the benefits of in-office and remote work without mandating any set amount of days or time in the office,” he adds.

The power of choice has long been the approach most workplace experts advocate for, and it’s been the recommendation of those who study future work trends. It’s a cornerstone of policy for Annie Dean, the VP of Team Anywhere at Atlassian, a distributed work consortium at the software firm that pushes for flexible work—both in hours and location.

Even two or three required in-office days per week are asking too much, Dean says. “Hybrid is an illusion of choice,” she told Fortune earlier this year. Any amount of mandated in-office days removes many of the benefits of distributed work for the employee “and much of the benefit for the company.”

Even just one day of mandated in-office attendance—against employee wishes—requires people to “organize their life around the office, and companies have to pay the highest cost of real estate,” Dean pointed out. “It means you’re carrying all the costs of the old model, and can’t have any efficiencies of the new model.”

A fatal flaw

Gympass’s findings indicate that the “push for work-life balance is fatally flawed,” writes Maxine Carrington, Chief People Officer at Northwell Health, in the report. “Our professional experiences cannot be tended to separately from our life. The futility is instantly apparent when you apply this line of thinking to any other dimension of wellness. You would not tell somebody who is sick to focus on improving their health-life balance, or somebody who is lonely to do a better job of community-life balance. We all know those experiences are what constitutes well-being itself. Occupational well-being is no different.”

That’s why allowing flexibility on a worker’s own terms is so crucial to their overall satisfaction—and performance. Most workers told Gympass that every dimension of well-being, both physical and mental, impacts their productivity at work.

Workers value their own well-being in much greater numbers these days; nearly all (93%) of Gympass’s respondents said their well-being is equally as important as their salary—a 10% jump from last year. Another figure that rose 10% year over year: the share of workers (87%) who would consider leaving a job that doesn’t prioritize their well-being.

In fact, nearly all (96%) of respondents said going forward, they’re only going to consider companies that share their “clear emphasis on well-being.” And no, that doesn’t just mean a free subscription to the Calm app or a quiet space in the office; it means sincere, structural design that puts the employee before the work output.

In today’s day and age, prioritizing well-being and mental health is no longer optional, he added: “It’s a critical investment…companies that will be most successful in 2024 will be the ones that recognize the profound impact of wellness initiatives on employee satisfaction and productivity.”

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