Workplace wellbeing in a VUCA world

The last few years have proven that if the future is anything, it is unpredictable. Historically a popular phrase, “VUCA” continues to be relevant today. More so for businesses than anything else. For the uninitiated, VUCA stands for Volatility, Uncertainty, Change and Ambiguity. The COVID-19 Pandemic has changed the concept of work, the workplace and the workforce. The idea of the ‘workplace’ has undergone a serious transformation. Now, 8 in 10 employees would rather enjoy the flexibility of working from home and from the office, at their convenience.

For generations, we expected employees to clock in their 9 to 5 with no complaints. Today, a majority of companies are adopting the hybrid work model. Employees have the flexibility of working when and where they feel productive, with many employees preferring this system or simply finding it more feasible for their role! Yet, this does not guarantee absolute productivity.

Google Workspace recently commissioned a survey to study the state of hybrid working and the findings are an eye-opener. The study, executed by Economist Impact, found that 57% of the respondents felt disconnected from their organisation and co-workers. 62% said that limited networking opportunities with senior employees and co-workers negatively impact career growth. 54% said that fewer social interactions with co-workers have had a negative impact on their mental health. 70% said managers and employees needed to develop an improved culture of trust.

Studies that take a look at the finer nuances of collaboration highlight that employees are, in fact, struggling while working remotely. 86% of employees in leadership positions cite lack of collaboration as one of the top reasons for workplace failures.

The factors that end up frustrating employees during remote collaboration range from the absence of spontaneity, to challenges in communication and creativity, as well as time zones, technology, cultural differences and even the process of workflow. When working under the same roof, hallway conversations, pre and post-meeting chats, or “water cooler conversations” happen naturally. This brought about a sense of camaraderie before the dawn of the VUCA world. With newer people joining the organisation and familiar faces exiting, this sense starts to disappear, and even more so in a remote or hybrid context. Even in the case of a hybrid setup, collaboration increases job satisfaction by 17%. It saves costs, and facilitating dialogue about how teams can work together helps employees understand each other better.

As an employer, it’s imperative to engage employees and make them feel like they belong. You can do this by introducing new models such as interactive online sessions, new policies, or even effective virtual learning and development programmes that improve and thus promote employee wellbeing. Employees need to be empowered through individual growth not only in the professional context but also in the personal realm. With an effective Employee Assistance Program, thought-through medical & wellness benefits, as well as workforce sensitisation with respect to wellbeing, employees will feel a sense of security, stability and ease. Along with flexibility, companies can also encourage employees to pursue hobbies or courses for personal development.

As employees choose their fit between office and home, they are bound to feel emotional fatigue. This is the VUCA world and one strategy to thrive here is to disconnect effectively. Almost all employees surveyed in a flexibility work report suggested that they feel less stressed and enjoy work more when working from their comfort zone. In order to overcome VUCA, both employers and employees need to come to an amicable agreement. With the pandemic and shift in mindsets, more and more people are placing themselves and their families before their work. Employees are more likely to prioritise their health and wellbeing, post-pandemic.

Give your employees adaptability and honesty. Adopt the best practices that benefit your people to recruit and retain dedicated employees - whether this is through a hybrid model or a full-time work-from-office set-up. There is no one-size-fits-all approach. A mix of working alone and collaborating helps ensure all employees are connected, engaged, and thus productive. A new norm is the need of the hour where flexible work is respected. It could mean lesser meetings for some and also empowering employees to switch off from work.

Together, the corporate world can effectively and positively overcome the turbulence of the VUCA world by adopting a sustainable approach to solutions. As a leader, remember that decisions can be made overnight, but change can’t. In a world where change is the only long-term constant, solutions need to be long-term too.