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Technical companies: remote and flexible. Financial services companies: office-centric and mature. Everyone else: hybrid.
These are methods that come from FT models of corporate “flexibility”, or how they allow employees to choose where to work in the event of an epidemic.
Coronavirus resistance and variability in these mechanisms undermine any screening. The spread of new colors has hampered plans to return to office. Viral load and local laws vary.
In the summer, several U.S. companies had set up September 7 – the day following the Labor Day holiday – as the first working day after the epidemic disrupted plans to reimburse some employees for the office. In August, Wells Fargo, bank, pushed the return date to October 4. This was delayed by two weeks until October 18. BlackRock rescheduled a full return to office until October, while Amazon delayed the expected public availability until January 3, 2022.
Currently, in the UK, supervisors they begin to add everything encouraging and forced workers to return to office for a period of at least a week.
Model companies rely on whether it is possible to provide options for employees that are not really fluid. Uber initially announced in April “its sure hope” that employees would come to the office three days a week. In June, that he changed his hope up to 50 percent of office work, spread in the best possible way for the employee and the team, should be three days one week, two next, or five days not followed by the next week.
Companies are starting to integrate some of the events. The content and tone of the announcements and public comment of senior management provides guidance on the views of fellow employers. These tables are an attempt to monitor how the game is played on companies whose plans have come to light.
We tried to judge where companies were planning to offer more options as well as employee flexibility, some flexibility (so-called “hybrid” type) or less flexibility. “Major flexibility” affects, for example, the Spotify promotional service, which has adopted the notion that “giving people the freedom to choose where they will work increases their power”.
On the other hand are the companies we have divided consistently on the ideas of their other office workers. They include financial banks such as Goldman Sachs, JPMorgan Chase and Morgan Stanley, who have clearly indicated that they expect more staff to return to office if possible.
Even here, there are other types. Our evaluation of Morgan Stanley follows the role of James Gorman’s senior June announcement to staff in New York that “if you can go to a restaurant in New York City, you can go into the office and we want the office”. That said, in the UK business executives have set working standards for employees.
Many companies hope to be able to use a different blend, even though the methods vary, and foreign countries are using different colors in different areas.
Even among “far-sighted” companies, many of those who were present before the epidemic, as well as those who alternate, there will be office workers, security guards, and others who must be present at the office or at work each day. Reliable and remote vendors, such as Asda and John Lewis in the UK, still have to sell their stores. Likewise, financial banks have made it clear, as they did before the closure, that they continue to allow permits other than office preferences.
Back to the office
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In our examples, fintech and technology companies prefer to use hybrid and flexible colors. For example, the payroll company Revolut has announced changes to “non-refundable jobs” in October, and reintroduced its offices as a workplace called “Rev Labs”.
Companies operating in the UK, including Big Four accounts such as EY and KPMG, are also more flexible than their counterparts in some areas.
Traditional financial companies, on the other hand, can be very successful in their offices, although there are some challenges that require flexibility. UK bank NatWest has established a combination of “off-first”, “mixed” and “first-office”, in which 55% of employees are expected to be mixed, but 13% will work in the office full-time. For this reason, we classify NatWest as “flexible”. Opponent Worldwide, a UK building society, said in March that it had introduced a policy of “working everywhere” for office workers.
Is your company working with its future brand at work? Has it changed its stance since the Covid-19 methods have been reduced? Are you looking for a bank account for a major change, or is it a business venture that you want to get back into the office? Add your comments and comments below
Additional research by Isabelle Jani-Friend, Peter Cheek, Bhavna Patel and Kate Hodge