Getting Back to it: How Top HR LeadersAre Planning For the Future of Work

As we continue to navigate how the world has changed, companies around the world are making decisions about how the workplace must change, too. We held a virtual breakfast with People leaders from Earnin, Evisort, HashiCorp, LaunchDarkly, Tulip, Very Good Security, Vir Bio, and more, to learn about how their companies are adapting to Covid-19’s impact on the way people work and what that means for the future of work. Here’s a look into how these leaders are moving forward.

No Hard Return Date

Although many leaders shared estimated return dates ranging from winter to summer 2021 to help employees plan ahead, they realize such dates are fluid targets. Nearly half of the leaders who attended are waiting until a vaccine is developed before setting a concrete return date, and just as many admit that they don’t know when they’ll return. Most will allow employees to come back voluntarily, and others plan to have specific teams in-office at different times. Some have also decided to continue with fully remote teams, with others planning for hybrid options.

Putting Wellness First

Finding ways to support employees through this unprecedented time is top of mind. Nearly all of the represented companies transitioned to offer flexible hours and most reimbursed employees for money spent establishing a home office. Employees working from home face new factors that may affect their ability to work well, like caregiving, parenting, or their mental health. The biased impact of remote work on women with children at home is an issue that many are still working to resolve. While flexible hours help address some of the unique stresses working women face, some companies have also opted to reimburse childcare expenses. The weight of isolation and uncertainty undoubtedly affects most people today. Several companies added mental health apps like Headspace or Ginger to their wellness benefits.

Executives are also thinking of ways to facilitate a sense of community. Creating a space where employees can share their work-from-home experience and tips for self-care and give feedback on what would improve their day-to-day is helpful for teammates and company leaders alike. Through such a tool, one company discovered that remote employees felt less confident taking time off. Leadership responded by creating a company-wide three-day weekend every month.

Future of Performance Reviews

While most attendees have continued performance reviews this year, many expressed a need for the tradition to shift. Rather than finding a metric to label or define a team member’s work, many leaders are adopting a coaching approach. A review should be a vehicle for a conversation centered on an employee’s career, continued growth, and goals, and not tied to compensation.

Systems for Returning to the Office

Whenever it happens, getting back to a safe, in-office setting will require new processes. Many leaders expect temperature checks, seating spaced 6 ft. apart, limited capacity in conference rooms, and masks to be the new normal. Simultaneously, others may also require employees to report on which type of transportation they use and confirm they’re not currently experiencing symptoms. In locations where office work has resumed (e.g. Boston, Tel Aviv), People leaders cited the office being used for collaboration and purposeful meetings, rather than an emphasis on individual work.

We hope these perspectives provide value for startups, founders, and leaders as you’re trying to navigate the new future of work.

Is your company creating a unique path for how to move forward? Please share your thoughts in the comments.