I just read a study about the new world of work from home + work-life balance from Beamery – “the leading talent operating system that helps companies attract, engage and retain top talent.” The study should keep any agency manager thinking about digital agency work from home up at night. I highlight the digital agency because of the digital management workload and 24/7 activity.
The study, “Employees Have Upper Hand in Pandemic-Induced Power Shift, According to New “Beamery Talent Index” sheds some number light on this management and employee issue. I am into this big time right now as I am currently writing the definitive digital and advertising agency management book. Clearly, the new world of managing an agency in the post-pandemic universe (it’s over right?) will be a critical element of the book. I found Beamery during my research on the HR side of the business.
Beamery and the Digital Agency Work From Home Issue
Here from the research – some major findings:
Two-thirds of U.S. and UK workers who experienced more work flexibility during the pandemic want employers to prioritize work-life balance moving forward and three-quarters acknowledge they are now being heard – but still – half are looking for a new job.
Of the 5,000 employed adults surveyed in the U.S. and UK, almost three quarters (72%) are confident in their ability to find a new job, half (53%) are considering leaving their current role within the next 12 months, and 23% are actively looking for a new job. The majority (81%) say the pandemic gave them time to make that decision with some soul searching leading a quarter (26%) to change their career path and goals.
In fact, more than a third (37%) actually think their work-life balance was better during the worst of the pandemic and 42% want flexible working opportunities returning to the office. In their current roles, 45% of office workers say they will be returning to the office full-time, whilst just 29% will have flexibility as to when they go in. For organizations looking to reassure and retain staff, it’s optimistic to see that almost three-quarters (71%) think their employers clearly understand what matters to them in a post-COVID workplace.
The Key Is Being A Conscious Employer
This finding is worth repeating: “For organizations looking to reassure and retain staff, it’s optimistic to see that almost three quarters (71%) think their employers clearly understand what matters to them in a post-COVID workplace.”
It is incumbent that agency leadership understands, and, importantly, proves that they are thinking about the issues around the digital agency work from home problem/opportunity.
Having the management-to-staff dialog just might be the best way to manage this shift. My discussions with agencies indicate that the smartest agencies ignite the dialog even if they are still working on solutions for WFH and work life in 2022 and beyond.
The good news is that many agencies were already using remote staff before the pandemic.
I started to get into the idea of remote work in my blog post about: “The Advertising Agency Of The Future” In this case, I discussed managing a remote workforce – how to keep freelancers happy and in the fold.
I will be digging deeper into this new world.
The easiest method to handle this change may be to have the talk between management and employees. The best agencies, according to my conversations with them, spark the conversation even as they continue to develop solutions for WFH and work life beyond 2022.
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It is important to emphasize that result, which reads, “For organizations looking to reassure and retain staff, it’s optimistic to see that almost three quarters (71%) think their employers clearly understand what matters to them in a post-COVID workplace.”