Productivity needs new thinking after pandemic
The Scottish Government’s National Strategy for Economic Transformation published earlier this month focuses on productivity as a key route to success.
It supports new ways of working post-pandemic and looks to appoint productivity ambassadors to aid businesses.
While the pandemic has reinforced the truth that a talented, digitally savvy workforce is the currency of a productive and sustainable organisation, it has also created new dynamics between employer and employee.
Over the past two years there has been something of a power shift from company to people. The role of the office is being questioned. Employees have adjusted to having more freedom to arrange their life and work. People are also more inclined to choose who they work with based on values related to inclusion and diversity and environmental sustainability, in addition to where and how they work. It changes how every business needs to approach recruitment and employee retention.
Fjord Trends, the work of our colleagues at Accenture Interactive, identified the increase of individualism and independence which requires organisations to understand these shifts in people’s ambitions. Employers now face an important leadership challenge: to balance the flexibility they offer to individuals with the needs of the team, and work towards the greater good of the organisation so that creativity, diversity and trust-building can thrive.
Our Future of Work study found that 83 per cent of employees prefer a hybrid work model (working remotely between 25 per cent and 75 per cent of the time). But more importantly, we learned that the future of work is not so much about place helping people to reach their full potential.
Freedom to manage their own time was
particularly important to women. The level of organisational resources such as access to technology and a space to work, however, was critical to all for a healthy integration of work and life.
This is a time for experimentation: rearrange the workplace, think about organisation culture, talk to employees, make changes. Adjust the benefits package, bolster the collective effort.
The solution is likely to be different for different industries and for each individual company.
But as well as a tilt towards individualism, recent events have led to a cultural shift as companies redefine their sense of purpose. The customer increasingly expects brands to play a full role in addressing society’s big challenges from climate change to equality and inclusion. Equally employees want this from the companies they work for, and it has become a major motivating factor behind career and company choices.
Our research shows that the feeling that one makes a positive difference to the world and the work you do has a greater sense of purpose contributes hugely to satisfaction and productivity.
Every great leader knows that recruiting and retaining the right people is the foundation of a successful organisation. Post pandemic, this requires the right working environment as well as a set of values and a mission that goes way beyond profit. How we navigate these new dynamics of the workplace and unlock latent productivity is now the challenge of every business and undoubtedly requires new thinking. David Caskie, community and corporate citizenship sponsor, Accenture in Scotland