A rather glib title to what I believe is an important conversation, and one that the current pandemic has very much brought forward and highlighted what I would describe as a revolution to how we approach the world of work.
I have already described in a previous “thought piece” how I believe we are moving from a traditional mode of walking into a building, going to our work station, doing set hours of “labour” and then returning each day.
What the current pandemic has forced into the “work psychology” is large numbers of people working differently in many cases from home, using technology to connect, interact and still deliver their labour, without commuting, walking into a building and going to the work station. Already there are a number of large organisations and chief executives questioning the need to continue to invest in large, expensive buildings, infrastructure to support, accommodating large numbers of employees to make their contribution.
But this cannot simply be a technology solution? Of course it is an important enabler and will continue to be so as technology in this area evolves and develops. It also has to be one of social change, leadership and organisational change. Those organisations that embrace the change this pandemic has brought to the fore and empower their people to work virtually, allowing them to balance between their work contribution and “play”, can I suggest re-balance the individual contribution and wellbeing. After all a workforce that is healthy, balanced in mindfulness surely is more productive?
Here at Ethos we have been putting this into practice and living it! We all have an equal stake in the organisation, and individual contributions are recognised through “value exchanges” that allow the flexibility to both work and contribute as well as balance other areas of our lives too. This has enabled those in Ethos to be creative, energised and open to new opportunities.
I am not suggesting this approach is suitable for all organisations as clearly there will still be a requirement to continue with those models that are best for service delivery and work. But, my suggestion would be for leaders to think of the new normality being created post pandemic and take this opportunity to think differently about working and living well, and yes some play! could be the way forward.
If this sounds interesting then let’s talk about how we could help and at the very least start this conversation email@example.com.