Blog Remote Working

1 in 3 of workers in Ireland have NEVER set foot in the workplace as only a quarter now working fulltime in office

Talent Summit Employment Survey 2022 - The Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform, as part of Talent Summit 2022. At a glance: 35% of Ireland’s current workforce has never been to the office. Major social/ psychological implications. 26% now full time in office, 30% hybrid, 44% full time remote 81% of employers to recruit in 2022 69% of employers to offer pay rise of 9% in 2022 (while 84% of employees expect pay rise) New Legislation - 53% of workforce can choose where they work. 68% of this population expected to choose to work from home. Says Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig: “The world of work has been in a flux for the past two years, as things begin to settle, the question of workplace remains up for debate as unprecedented levels of churn within the workforce has caused the power to shift from employer to employee. Many people are now choosing to work permanently from home, which in turn is being supported by the new legislation, forcing many employers to soften their rhetoric around returning to the office. Does this work for the employer and employee? Well, I think the remote experiment seems to have worked in the short term at least with full-time remote here to stay, but not at its current level. Hybrid working models are really in their infancy and the employers are facing into uncharted waters when it comes to sustaining individual flexibility for all, as choice around workplace re-emerges. While there are clear benefits to remote work, I don’t think we have enough data or evidence on the impact of long term, deeply individualised, isolated work has on our people and society.” Nick Adams, Vice President, EMEA, Globalization Partners comments, “The past two years have triggered the world’s biggest remote work experiment, and it is changing not just the way we work but the way we hire and onboard talent too. Companies are finding the best talent all over the world and not just on their doorstep. Talent shortages may be a thing of the past: The solution is to go where the talent lives.” ---------------------------- Over 1/3rd (35%) of the current workforce has never set foot inside their place of employment, according to new research carried out on behalf of this week’s Talent Summit conference in Dublin. The Talent Summit Employment Survey 2022 suggests that just 26% of the workforce is currently working fulltime in the office with 44% working full time remotely, and 30% hybrid. The Right to Request Remote Working legislation will have a significant impact in 2022 with 53% of workforce in a position to choose where they work. 68% of this population is expected to choose to work from home. The recruitment market is at the highest it has ever been in the 20-year history of Sigmar Recruitment. 81% of employers will recruit in 2022. Pay is set to be a major issue in 2022 with 84% of employees expecting a pay rise. Employers are open to discussing the issue with 69% of employers agreeing to offer pay rises this year. The average pay rise on offer is 9%. According to Talent Summit founder and Sigmar CCO, Robert Mac Giolla Phádraig, Ireland is at the forefront of the changing work model globally: “As a central hub of some of the world’s most progressive and innovative companies, Ireland is now emerging as home to companies who are at the forefront of moulding, shaping and shifting how, where, when and by whom work is done as we emerge from the pandemic. While remote and hybrid working seems to be working for the employer with just 15% finding it a hindrance, my concern is that we have an entire generation of workers who are missing out on the social and psychological benefits of working in a communal environment with friends and colleagues.” Talent Summit 2022 Employment Survey Highlights Micro-environment - Out of Office 35% of the current workforce were hired since the pandemic and have never been to a physical workplace. Major psychological and social implications. Isolation an issue. Majority of workforce choose full time remote even with offices reopening: 26% full time in office (34% anticipated in 2021) 30% working hybrid ( 44% anticipated in 2021) 44% full time remote (22% anticipated in 2021) 95% of hybrid workforce work 3 days of less in the office – majority choose two days 40% 31% of workforce expected back in office by end of year Sentiment this year is that office space will remain the same. In 2021, 40% expected a reduction. Macro-environment - Talent shortage economy. With the presence of a massive talent shortage economy, pressure is on all fronts; internal retention, external recruitment and costs. Recruitment and retention are the top 2 priorities for HR Leaders - 12 months ago it was wellbeing and employee experience. Hyper competition for talent: This year sees the highest number of employers anticipating adding staff (81%) over past 5 years. Recruitment has gone global: Opportunity now finds talent. 62% have recruited outside of Ireland and 77% are willing to hire wherever talent resides. Labour costs: 69% of employers expect to increase salaries by 9% (highest gross uplift we’ve seen in doing this survey the last 5 years). Employee expectations have soared: 84% anticipate a pay rise compared to 54% in 2021 – leads into a further cycle of attrition. Legal Environment - Right to Request Remote Work With 53% of workforce having control over where they choose to work from highlights the potential threat proposed legislation (in Ireland) to offer the right to work remote may pose. We may in fact be alienating nearly half the working population creating new unintended workplace biases. Employers anticipate that 68% of this population will choose long-term remote working options, which means the proposed legislation applies to 36% of the overall workforce population 68% of workforce expect long-term remote working options. 53% of workforce are expected to be given long-term remote working option. When asked what impact the proposed legislation will have on their organisation, 33% of respondents said it would help, 52% said no-impact and 15% said it would hinder. ABOUT THIS SURVEY The Talent Summit Employment Survey 2022 was commissioned by Sigmar Recruitment in partnership with Globalization Partners, the world’s leading global employment platform as part of Talent Summit 2022. This is the fifth year the study has been conducted, measuring the pulse of Talent Leaders on a range of Talent Topics. The survey ran from 09/02/22 to 12/03/22 with 153 respondents. 63% Senior HR leaders and 37% Business owners/ leaders across all company sizes, sectors and industries. Europe’s largest HR, work and employment conference, Talent Summit 2022 will take place in Dublin’s Convention Centre on Thursday, 24 March, 2022. With 2,000 people in physical attendance, as well as countless set to attend virtually, Talent Summit 2022 will see the largest group of HR leaders to convene in Europe since the pandemic. www.talentsummit.ie

Keeping Company Culture Alive Across a Remote Workforce

With the majority of our teams now working remotely, the challenges of creating and maintaining company culture are evident. Technology can’t replace what the workplace provides: community, camaraderie and shared purpose. Now, more than ever, maintaining culture matters. Here are some ideas on instilling company culture across remote employees: 1. Connect Back to Your Values & Purpose For many of our staff currently, working remotely has been unexpected and in the face of a global health crisis, many are at a loss for what to do. For some work may feel insignificant now, so as their manager this is your time to help employees find meaning and reconnect back to your company’s values and purpose. While you may not be a company at the frontline, you still have a positive impact on people’s lives. Remind your employees of how their contributions add up to something much bigger and that we are all in this together! 2. Communication is Key Communication within divisions, one to one, social gatherings, company updates, all need to be consistent. This maintains relationships and promotes inclusivity. Create an open and transparent communication policy. This allows people to be themselves and feel comfortable reaching out via online chat platforms. Set expectations on communication methods. Where do meetings take place? What tool is for social sharing? Finally, you need to put an emphasis on positivity in your written communication. With the absence of face to face interactions in virtual conversations, it is easy for tone to be interpreted negatively so you need to be extra careful to be positive. 3. Mimic the Water Cooler Effect As mentioned, many of our staff are currently missing the day-to-day work interactions they have with their colleagues. Therefore, assign a platform where team members can live chat, share files, post photos and collaborate throughout the day to mimic everyday office life. This can be where some of the best ideas and knowledge can be shared yet at the same time promotes inclusivity and the sense of “team”. 4. Trust In a remote team, there aren't any silly rules about being in your seat during certain hours of the day. This means at the end of the week you either have something to show for your week or not. This means you trust that your teammates are getting something done. But also, that your teammates trust you. To earn that trust you want to make sure you have something to show for your work each week. 5. Focus on Health & Wellbeing In the midst of a global pandemic, now is not the time to forget about your wellness programme when stress and anxiety is elevated. Make sure to check in with remote employees that they are taking breaks, finishing on time, and are maintaining a healthy work-life balance. Make online workouts available to your employees allowing them to take part in physical activity. Perhaps set a company challenge such as a step challenge to get employees engaged in physical activity and as a plus networking with colleagues. For those struggling with sleep or anxiety, provide access to meditation or breathing courses. And to look after financial wellbeing consider organising webinars on topics such as managing a household budget, how your pension works, setting financial goals etc. 6. Rituals and Traditions Creating traditions with your team members, regardless of how often they happen, helps keep teams cohesive and encourages open communication and trust. Before you were thrown into the digital remote working world, undoubtedly you had traditions in place for how promotions, achievements and even birthdays were recognised. To keep spirits up, it’s crucial you keep celebrating these milestones. 7. Ask for Feedback Finally, the introduction to remote working has been unprecedented for many of us. Therefore, ask employees for honest feedback and suggestions. Use a pulse survey to get real data on this. "You don’t need everyone physically together to create a strong culture. The best cultures derive from actions people actually take.” Jason Fried and David Heinemeier Hansson, Authors of Remote