The emergence of remote working has created the urge for employers to alter their workspace model. Hence, the hybrid work model enables flexibility for both employees and employers, enabling them to contribute to their potential to the fullest. Additionally, ensuring the health of an organisation's employees is a top priority. By ensuring equality and employing the digital generation, organisations are making their fullest efforts to satisfy their employees.

FREMONT, CA: Work benefits are mandatory propositions that no employee can resist. With organisations' evolving work policies and ideas, priorities owing to the employees have also begun to evolve accordingly. To put it precisely, the need for social benefits is increasing, leading organisations to extend their employee perquisites. This has kindled employers to seek personalised benefits to yield employee satisfaction.

Replacing Remote Working with Hybrid Culture

The COVID-19 pandemic has given rise to a new model of workspace-remote working. Working conveniently from one’s home for over two years, i.e., during the pandemic, has excited employees for a variable workspace. As a result, employees have sought organisations that offer them more flexibility. This gave rise to a hybrid work model. The model profits both employees as well as employers, as the former is offered flexibility along with a sound relationship with their colleagues, while the employers are assured of enormous profits, unlike remote working. An experiment conducted with 130 employees demonstrates how adaptable employees are to the hybrid work model. When these employees were randomly assigned to three different groups, one group worked at the office space for approximately 25 days, while another accessed the workspace for more than 40 per cent actively. Thus, the hybrid model offers the best possibility of success that can be extracted from remote working and office model workspace. Hence, employers are adapting themselves and their organisations to this successful strategy for the betterment of their companies. However, this transition is no child’s play. It can be achieved only through a balance between the unique situations of people, industries, and competitive landscapes.

Ensuring Sound Mental Health

Mental health has always been an unsolved yet mandatory hurdle that requires special attention. During the pandemic, healthcare sectors have underlined the significance of sound and balanced physical and mental health. This, in turn, has become people’s major concern, and so employees have begun to demand balancing their physical and mental health additionally. Burnout, where people suffer a breakdown physically, emotionally, and mentally, is frequent in present times as a result of prolonged stress. Though the condition cannot be termed entirely as a mental illness, it is a challenge to mental health that should be addressed with utter attention. Hence, employee benefits should account for these challenges to ensure the physical well-being of employees. Employers are making possible efforts by expanding health coverage to access mental health apps and resources along with improving social benefits for addressing mental health issues. It has changed the HR strategies in current times where an employee’s mental health care has also become considerate like physical health. Hence, heeding the words that ‘ A sound mind is a way to a sound body’, enhancing employees’ mental health awakens their creativity and productivity in them.

Ensuring Equality

The Great Resignation has circled out the importance of social protection for employees, and their access processes have become a big question. The major drawback of the pandemic was the destruction of several working women’s careers due to the increased workload domestically along with office work. Several working mothers began giving up on their careers to ensure the orderly running of their families. The post-pandemic era has begun to unravel all these existing difficulties with a determined focus on inclusion and equality. Thus, several career development programmes have begun to emerge for women to enhance their leadership qualities in professional domains. The Netherlands is coming up with productive solutions to eliminate gender discrimination, such as having one-third of women board members in corporate companies and large public and private limited liability companies (large NVs and BVs) setting appropriate targets for a more balanced distribution of men and women in their top management positions.

Generation Z (people born between 1996 and the early 2000s) is taking up the workforce in the present period. These sharp-witted minds are not easy to come by, and employers must work hard to understand their preferences in the workplace. As a digital native, generation Z has an entrepreneurial mindset, a solid understanding of online tools, and an appealing digital presence. They tend to be pragmatic about their careers and education. Thus, enhancing their professional growth and creating an appealing digital presence along with altering their company strategies to satisfy Gen Z ensures the effective performance of an organisation.