Why Don’t Workers Want To Return To The Office?

One of the few bright spots of the pandemic was the switch to remote work as a norm, at least in the eyes of employees. Before the world started to open back up, remote and hybrid work models allowed companies to stay afloat. While we aren’t out of the woods yet, more of the world is opening up, and many companies are eager to return to the office for business as usual.

Many employees don’t share that view, data finds. Remote work comes with many perks and benefits you can’t find in an office, and few want to return to the old ways of business.

This coincides with the Great Resignation/Great Reshuffling, as employees are fleeing from jobs that don’t align with their needs and values. Employees have more power than ever before, and there’s a shortage of qualified workers. If you’re looking to attract top-tier talent to your organization, you’ll need to keep up with the times. It’s clear—workers don’t want to return to the office. With help from the experts, we examine why.

Data supports it

This isn’t hyperbole; workers are resistant to returning to the old ways of business. A Bloomberg survey in May 2021 found that 39% of workers would consider quitting if employers weren’t flexible regarding remote work. The number was even higher among millennials and Gen Z, at 49 percent. Keep in mind that millennials are the largest group in the US workforce, making up over a third of the working population.

A Future Forum Pulse survey of global IT workers found that 75% of workers want flexibility in where they work, and 93% want flexibility in when they work. Meanwhile, a recent Pew survey discovered 60% of workers that could do their job remotely would prefer to work from home either all or most of the time. That number was up 6% since 2020.

Something to keep in mind: not every job can be done remotely, and remote work is a scale, with hybrid models existing.

Commuting is a pain

We know employees don’t want to return, but why not? One of the largest reasons is also the simplest: giving up the commute and working from the comfort of home. Even the best offices with great company culture can’t compete with not having to commute every day. The most recent US Census found that the average American spends just under 28 minutes each way during their daily commute. Presumably, these Americans also go home, meaning almost an hour a day is dedicated just to traveling to and from work.

That’s a lot of time in transit that could be spent on other endeavors, so it’s hard not to empathize with employees. But there is another aspect many employers don’t realize: environmental concerns. Forbes contributor Mike Swigunski noted that many big businesses have committed to becoming carbon neutral but haven’t offered employees any way to be part of that goal. Decreasing the time spent commuting is a considerable boon to the environment.

Efficiency

Working from home does have its own distractions, but so does working in an office. Coworkers will always chat, conversations will be more frequent knowing a person is readily available, and so much time gets wasted in inefficient meetings. Without being bogged down in the day-to-day of office life, workers are able to be more productive remotely. In fact, Apollo Technical highlighted multiple studies confirming this trend.

 

“Several studies over the past few months show productivity while working remotely from home is better than working in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” –Owl Labs

Output should be the key factor employers care about, and there is tangible data showing employees are able to not only meet but exceed expectations while working remotely. Based on this, savvy employers will find remote employees to be a positive.

Technology makes it easy

In a previous age, even fifteen years ago, a nation working remotely would be almost inconceivable. But our technology makes it a reality, and the ease of access is a huge appeal.

Many organizations fear that without in-person interactions or regular meetings, communication breaks down and corporate culture suffers. But this isn’t the case. Zoom and its competitors allow teams to regularly meet as often as necessary. And meeting time isn’t always used wisely anyway. Having employees commute to the office for small matters actually does more harm than good, as highlighted by Bloomberg.

Meanwhile, a well-made online onboarding process can make your new hires feel at home, and the dedication to remote work models can be viewed as a perk of a positive culture. Work-life balance is one of the most desirable cultural tenets, after all.

Mental health

Speaking of work-life balance, remote styles have proven to be a boon to the mental health of many workers. The pandemic created feelings of fear, uncertainty, isolation, and anxiety across the globe, and the virus isn’t gone yet. Anxiety among younger workers has increased exponentially during the pandemic. Many became accustomed to the comfort of working from home, away from crowds and constant eyes, and a return to the old ways can be triggering.

“People can just come up and start talking, or see what you’re doing on your computer. There’s no door to close so that you can have a moment to yourself,” Alexis, one of many young workers with social anxiety identified by BBC’s Kate Bishop, revealed.

Many workers even view the demand to return to the office as a control technique and that the return could be a way for managers that feel they’ve lost power to regain control.

“They feel like we’re not working if they can’t see us. It’s a boomer power-play.” –Portia Twidt

What can employers do?

In order to succeed in keeping talented workers around, employers need to adapt. If working remotely is a possibility in your industry, potential candidates will want to work remotely. Your competition is going to adapt, and you must too. You may feel like you’re giving up a lot, but working with your team will create happier, more loyal workers, and your organization can benefit from perks like lower office expenses, too.

Harvard Business Review discusses finding a hybrid model that works best for you. Employees don’t have to be 100% remote if it doesn’t fit your organization. Maximize the days employees are expected to come into the office by filling that time with productive meetings, training, and events.

Wrap up

The science shows that remote work is here to stay, and employees want it. The multiple benefits of working from home add up to a very appealing model that even the best offices can’t match. If you want to attract and maintain valuable employees, your organization needs to accept that forcing a return to the office can be costly. Discover the perks of a remote workforce and find a hybrid model that works best for both parties. Otherwise, you may find your organization falling behind.

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Successfully Showcasing Your Personality In An Interview

The interview process is much more complicated than it was in decades past. The ease of online applications and job boards, the number of emerging industries, and the rise of remote work mean that there are more positions and more competition for them than ever before. An applicant’s journey to the same position may look vastly different, but when hiring managers are down to their last few applicants, the education and experience levels are about equal. How then does a company make its final decision?

While your qualifications and experience are ultimately what a company seeks, at the end of the day, they are hiring a person to fill that role. Your individual personality means more to your interview process than you may think. In fact, CNBC cited a joint study between TopInterview and Resume-Library that found that personality was in the top three factors employers seek in their decision-making process. Personality joined skills and experience as the top trinity of factors, above education and appearance.

It’s a difficult dance showing off what makes you “you” while maintaining composure and professionalism, but the following tips will show you why your personality matters and how you can efficiently showcase your sparkling personality.

Why your personality matters

Organizations are filling a position because they have a need for a particular skill set, but you’re still joining a team of other human beings. You can be the most qualified candidate of all time, but if you don’t fit a company’s culture or are unpleasant to be around, you won’t get the job.

The aforementioned study cited by CNBC highlighted the growing prioritization by employees and employers on work culture and work-life balance. Since the pandemic, these values have further increased, and in the wake of the Great Reshuffling, the right fit for both parties is even more crucial.

“Employers have less talent to choose from than ever before, and this is encouraging them to think outside the box when it comes to assessing candidates’ potential and experience. Indeed, a key part of this is considering how well someone’s personality is going to fit in with their teams, so it’s crucial to stand out for all the right reasons.” Lee Biggins, CEO of Resume-Library

Unsurprisingly, the study found traits such as arrogance, entitlement, and dishonesty to be undesirable, while candidates who are confident, authentic, and reliable are more likely to be hired.

Marija Lazic of LegalJobs cited their own interview research trends, and many of these were related to first impressions and personality. Some highlights included:

71% of employers wouldn’t hire a candidate that doesn’t follow a dress code.

67% of job seekers don’t make eye contact.

39% of candidates are rejected due to confidence level, voice quality, or lack of smile.

Bad handshakes lead to 10% of job seekers being rejected.

Many of these statistics are based on antiquated ways of thinking, but the data shows the person matters just as much as the resume. If the wrong traits can mean missing out on the job, the right traits can help you land it.

How to showcase your personality

With this knowledge, how can you best display what makes you unique while still being professional? Balancing authenticity while pandering to the hiring manager may sound hypocritical, but you can still be “you”.

The first step is to research the company and the role. Researching the company beforehand is always the best practice anyway, but it’s a great way to get a feel for the culture, as well. Many companies will have a mission statement available on their website, which can clue you into what personality traits they desire. Social media makes this even easier, and you can look for reviews from past employees, reminds Glassdoor.

Daniel Bortz of Monster reiterates that choosing the right buzzwords is key. You’re still being honest and authentic but tactful when you describe yourself as adaptable, dependable, or full of integrity. You can show off your traits in a way that makes sense to the position.

“For a customer service job: “I’m a problem-solver by nature. My immediate goal when I speak to a customer is to get their issue resolved as quickly and efficiently as possible.”-Daniel Bortz

Engaging in casual conversation with your interviewer is valuable, too. The employer is hoping not only will you do the job well, but you’ll be a delightful person to work with. Casual, but appropriate, conversation shows authenticity and allows you to build a rapport and establish who you are beyond your qualifications.

Finally, at the end of an interview, a potential employer may ask you about your hobbies or interests. Nexxt’s Jason David believes this is the perfect time to paint the picture of who you are as a person. Treat this question like a first date and show the most interesting part of your personality (while still being work appropriate!). Don’t be afraid to share your uniqueness!

Wrap up

Who you are matters, and employers and employees alike are recognizing this fact more than ever in wake of the pandemic. Data shows that good employers value the right cultural fit just as much as your skills and qualifications. A bit of research and preparation can help you present your unique personality in a professional but authentic manner. You are more than your CV, so don’t be afraid to show off your personality during your job search.

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Which Of These Three Workplace Archetypes Are You?

Many of us love “What type are you?” tests, whether it’s what Harry Potter house, what order of Knight Radiant you are, or what The Office character you are.  These tests can lead to a fun sort of tribalism, but there aren’t limited to pop culture, either. There exist many types of categorizations based on real-world archetypes, including popular ones like Myers-Briggs type indicators and the Mensa IQ test.

While often taken for fun, these quizzes can provide insight into your inner workings and how you operate in different scenarios. In the workplace, knowing what type of employee you are can help you find a career that is right for you. Employers can use this knowledge to better target the type of worker they need.

“Knowing your work orientation can help you find ways to motivate yourself and craft a better work situation without having to change jobs. It can also help you know what other careers might be more or equally satisfying to you.” –Katharine Brooks

Yale professor Amy Wrzesniewski found three approaches to work and life, with workers fitting into one of these three categories: job orientation, career orientation, and calling orientation. We’ll analyze the three orientations, look into the importance of knowing your archetype, and offer commentary on what other classifications analysts have found.

Job orientation

Those with a job orientation are your classic workers who work to make a living. They work to have an income and provide for themselves while having many interests and priorities outside the workplace. For those with a job orientation, work is a necessity, and they would prefer to keep their work and home lives separate. They’ll put in good work but won’t take it home with them.

Inc.com’s Jessica Stillman believes that knowing you’re of this orientation allows you to find fulfillment outside the office.

“[Y]ou can emphasize finding fulfillment outside of paid employment with hobbies, community activities, or family.” –Jessica Stillman

Career orientation

Those of the career orientation are more engaged in their work, viewing work as a corporate ladder to be climbed. They are motivated by success and prestige and find fulfillment in respect, status, and paychecks. In their own categorization, HR Resolutions cites Gallup’s three classifications: engaged, not engaged, and actively disengaged. In this classification, career-oriented workers are the engaged workers.

Career-oriented workers are best motivated by a clear corporate ladder, writes career coach Katharine Brooks, who analyzed the three archetypes for Psychology Today.

“This individual will be interested in the ability to move upward in his or her career, to receive raises and new titles, and to achieve the social standing which comes from the career.” –Katharine Brooks

Calling orientation

These individuals are those who find fulfillment and meaning in their career development. Their job is more than a career or a way to make money – it is truly a calling. Forbes’ Luis Romero refers to this type of worker as ‘The Entrepreneur’ is his own classification.

“These are those pursuing a higher purpose. In other words, their main motivation transcends the need for money and their idea of being useful is intrinsically tied to doing something that they love. In short, they have a clear personal mission and vision.” –Luis Romero

Calling-orientated workers get satisfaction from giving themselves to their chosen calling. They value growth diving into their work, and Wrzesniewski found they were generally very satisfied with their careers and personal lives.

Why is this important?

Brooks reiterates that knowing what archetype you fall under will make it easier to find fulfillment inside and outside of your career. If you’re a job-orientated person that thinks they are career-orientated, they may never find the career satisfaction they crave.

Employers can benefit from this knowledge by knowing what types of workers to seek for their open positions. Lila MacLellan wrote that a company’s expectations need to meet their employees’ orientation, and that disconnect is one of the major reasons for the Great Resignation.

“Some may emphasize purpose or a hard-driving culture over pay and work-life balance, which wouldn’t suit those with a job orientation. And other workplaces may promise meaningful work or pathways for advancement but fail to deliver either in practice.” –Lila MacLellan

Remember that these archetypes refer to work styles, not job titles. Many entrepreneurs do fall under the calling category, and most highly-successful industry leaders we picture probably do as well. But anyone who views their work as their purpose falls under this category, regardless of pay grade or title.

Wrzesniewski found that each type is equally represented in most workplaces. Brooks uses this data to show how an administrative assistant could fall under any of the three types as an example. The assistant could accept the job because it’s available and the pay is good. They could accept the position knowing it’s the first step to climbing the corporate ladder. Or the assistant could have a passion for assisting their supervisor and providing unparalleled customer service.

There will also always be overlaps. Job-orientated employees still want to feel valued for their work, and calling-orientated workers still want to be paid well.

Other models

We referenced Gallup’s “engaged, not engaged, actively disengaged” model, and Romero’s ‘Entrepreneur’ is paired against the ‘Freeloader’ and the ‘Worker’. CNBC’s three types of workers include takers, matchers, and givers. Many models have a clear ‘best’ type of worker in juxtaposition to the ‘inferior’ types. These models are often unkind and don’t take outside circumstances, or the employer’s failings, into consideration.

The strength of Wrzesniewski’s archetypes is that there are no ‘good’ or ‘bad’ types. Every organization will be filled with each of the three types, and knowing this can put each type in a position to succeed. Knowing your own style lets you find a sense of satisfaction when you find a position conducive to your style, and employers can better motivate employees once they understand what actually motivates them.

Wrap up

It may feel like declaring a Harry Potter house, but knowing your work archetype has tangible benefits. Wrzesniewski offers a model that encompasses all workers without declaring a type better than others. Being aware of your type will allow you to find the right career for you, and employers armed with this knowledge will know how to better motivate their employees.

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How To Become An Enthralling Storyteller

At my last job, I was a senior assistant at a finance company. The boss, Mr. Gould, was tall, kinda short. Lightish-dark hair. I remember he had this little dog he would bring into the office named Horton. Or was it Morton? Anyway, I’m sorry, what was the question?

If you’ve made it past this nonsensical anecdote, bravo! A well-told story can leave an impression on your audience and create personal investment. But a poorly-told story, like the one above, incites confusion and boredom. Bestselling author Kindra Hall believes good storytellers are able to build a connection and differentiate themselves from the competition.

“Given a choice between listening to statistics or facts or listening to a story, people will always choose a story. And stories stick with them longer.” -Kindra Hall

Whether you’re interviewing for a new job or becoming a leader in your field, the ability to be a good storyteller is crucial to succeeding in the business world. If you’re looking to enhance your oratory skills with a sense of eloquence and excitement, follow these storytelling cues.

Have a point

A good story leaves an imprint because it has a purpose. No matter how elegant you tell your tale, no one will be interested if the story doesn’t have meaning. The time you found the last bag of oyster crackers at Aldi won’t hold up next to the Iliad.

Skillshare Blog believes there should be a payoff for the listener, not just the storyteller. Even if it isn’t known to the audience until the end of the tale, make sure there is a central message somewhere in your story.

Cut the bloat

Think of a time someone bored you with a story you weren’t interested in. Chances are, the story droned on, and on, and on. One of the classic blunders used by less-proficient storytellers is bogging the story down with too many unnecessary details. In the example story at the top of this article, my story about a previous job focused far too much energy on the boss’ appearance and little details about his life.

Forbes Lisa Christen reminds us of the classic sad short story “For sale: baby shoes, never worn.” In just six words, we have a full story. Let every individual word drive the story forward while trusting the audience to be able to fill in the blanks. Your audience is smart but uninformed; they’ll be able to understand your meanings.

While some background information is required, keep it to the necessary bits only, reminds Anett Grant of Fast Company.

“[S]et the scene for your audience in the most concise way possible, telling them only what they need to know to comprehend your key takeaway.” -Anett Grant

Hit emotional beats

If your chronicle is going to stay in the audiences’ mind, it needs to be more than hard facts. The reason you tell a story is to foster a connection, and simply providing the who/what/where/when doesn’t cut it.

Kindra Hall believes a successful story has four components: an identifiable character, authentic emotion, a moment, and specific (relevant!) details. This character (often you!) should experience real emotions and have a defining moment, ie the purpose of the story.

Think in terms of an interviewer asking you a challenge you’ve overcome in the workplace. You’ll leave a long-lasting impression if the story is personal and authentic. Don’t just hit the bullet points; really try to highlight the conflict and how you overcame it. Skillshare Blog points out that the conflict is what keeps an audience engaged.

“An easy and linear path to the finish line isn’t going to keep your audience engaged. Instead, you want your characters to face obstacles—and a decent amount of drama—as they journey on their path.”- Skillshare Blog

You’ll be much more likely to get a follow-up call if your story resonates with the hiring managers.

Keep it simple

Tying back to the idea your story should have a point, once you’ve made that point it’s okay to end the story. Anett Grant reminds us that humans have a short attention span; they say to keep the story like a shot clock in basketball. Get your points across and move on. There is no faster way to lose your audience than to ramble on and have them zone out and forget the point you were making.

Practice

While storytelling may not be the same as public speaking, a fear of many, many of the principles remain the same. Practice your delivery at home while following the above advice. Repetition leads to comfort and confidence. Whether your audience is one person or one hundred, you’ll be able to self-scout and recognize what is and isn’t working.

Skillshare Blog further recommends looking to those who have mastered the art of storytelling to improve. Think of your favorite storytellers and read or listen to their tales. Ask yourself why the story works and how you can adapt those techniques yourself.

Wrap up

Storytelling is a vital skill to master for your professional career. As a job seeker, it will allow you to stick in the hiring manager’s mind after the interview, leading to more follow-ups. As a leader, you’ll find yourself connecting with your team and inspiring them to new heights. It can allow you to resonate with customers, leading to more sales and satisfied clients. Some people are natural storytellers, but with a little effort, anyone can become a masterful storyteller.

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How To Conquer Imposter Syndrome

Have you ever felt like a peasant among royalty in the workplace? That even though you’ve gotten a great promotion or chance to lead a project, you haven’t really earned it? Despite your accomplishments and qualifications, maybe you have a feeling you don’t quite belong in your role. Surely, luck played a role in you getting the job, and your peers are much more talented?

There’s a name for this type of thought process. It’s called imposter syndrome, and it’s very common. The concept was first identified in the late 1970s by researchers Pauline Clance and Suzanne Imes, who wrote:

“The term impostor phenomenon is used to designate an internal experience of intellectual phonies, which appears to be particularly prevalent and intense among a select sample of high achieving women.”-Clance and Imes

Further research shows that while a proportionately high number of women experience imposter syndrome, people of all genders and age groups can be affected. Psychology Today’s Megan Dalla-Camina best describes imposter syndrome as “A psychological phenomenon in which people are unable to internalize their accomplishments.”

Imposter syndrome can have a negative effect in the workplace, as noted by New View Psychology. Strong imposter feelings can lead to caving under pressure, procrastinating important tasks out of fear, and burnout.

The good news is that if you’re feeling like a fraud at work, you aren’t alone, and there are ways to overcome these feelings. The experts at Forbes found 15 ways to overcome imposter syndrome at work. We break them down into three categories that can help you embrace your success and conqueror imposter syndrome.

Reframe your mindset

The most simple way to overcome imposter syndrome is changing how you view yourself, though it can be easier said than done.

Imes, who is now a clinical psychologist in Georgia, believes,

“Most high achievers are pretty smart people, and many really smart people wish they were geniuses. But most of us aren’t. We have areas where we’re quite smart and areas where we’re not so smart.”-Suzanne Imes, Ph.D.

She suggests in light of this to make a list of things you’re good at and things you need to work on. This allows one to recognize positive traits that can be celebrated and compartmentalize ones that could use improvement rather than assuming a deficiency in all aspects.

Forbes cited Monica Thakrar, who thought the age-old “fake it til you make it strategy” can help. Practice what scares you and you’ll start to believe in yourself. After all, if you convinced yourself you’re an imposter, you can convince yourself you’re a superstar.

Find ways to celebrate your success

Reframing the way you view yourself and your accomplishments goes a long way to solving imposter syndrome, but creating concrete reminders helps it stick. Celebrating the things you’ve accomplished and recognizing the work that went into it can remind you that you’ve earned your opportunities fairly.

Keeping a journal and reflecting on a few accomplishments a day can help you stay focused as well as create a tangible list of success you can reflect on, believes Vantage Consulting’s Christian Muntean. HuffPost discussed the idea of creating a ‘brag folder’ in order to celebrate your accomplishments. They cite actress Jenneviere Villegas, who defined the ‘brag folder’ this way:

“Start a folder on your desktop — mine is called ‘you’re doing a great job’ ― and when you get positive feedback, a compliment, etc., screenshot it and put it in there. When you need a confidence boost, or to combat imposter syndrome, open it up and read them.” -Jenneviere Villegas

Don’t be afraid to ask for help

Ultimately, if you struggle with changing your mindset, reaching out to others can make a difference. Asking your supervisors or peers for feedback can give you insight without your own bias, Janet Fouts of Tatu Digital Media told Forbes.

Mentoring can be a fantastic way to work through imposter syndrome—on both sides of the process. The Muse’s Ximena Vengoechea believes that by mentoring someone, you’ll realize how much knowledge you have and that it can help you rediscover some of your best skills. Sometimes going back to basics opens up new lines of thought.

Meanwhile, Scott Singer of Insider Career Strategies told Forbes finding a mentor of your own can help.

“Everyone finds themselves in a new situation at some point in their career. Identifying a good mentor who’s been there before can make all the difference—he or she can offer strategic insights, support, encouragement and constructive criticism from their own experience, while also acting as a sounding board.” -Scott Siner

In the end, sometimes professional help is the best answer. There’s no stigma in finding a therapist for finding a solution more tailored to your needs, believes Career Pro Inc.’s John M. O’Connor.

Wrap up

Imposter syndrome is something anyone can suffer from, and while that means not every solution will work for everyone, there are many ways to try to overcome these thoughts. Building self-confidence isn’t always easy, but there are plenty of resources to help. The Muse offers a helpful guide to discover what type of imposter syndrome you may have to discover even more tailored options for your needs. Remember, you’ve come this far for a reason, and you have people in your corner willing to remind you.

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