44% of workers have a negative mindset about returning to the office
Liz Hilton Segal of McKinsey & Company discusses
the lines between work and home have literally been blurred, both in time and in physical space and the natural boundaries that used to exist before. Whether that was the concept of a week in a weekend, or the concept of a physical place for work, in a physical place for home, the boundaries are completely gone and that has been our reality now for months. But you also have a generational shift going on, where you have a generation of the, of the workforce, who really is approaching the question of mental health and mental well being was a different, with a different perspective and a different set of standards. And, you know, one of the markers of that is the gen Z employees. Three and five of them say that when they think about either joining an organization or debating whether or not to stay, three and five of them say that the approach to the organization takes the mental health factors into their decision. And that's, that's quite a shift from, from earlier generations. Some, you know, some of the research that we have done very recently, um would suggest that about a third of folks look at the return as something that will be great for their mental well being. And they are genuinely and truly looking forward to the connectivity into the opportunity to come back to the structure as they knew it pre covid, but in fact 44% they were either somewhat or significantly negative in their mindset towards what return will mean for them. And and if you look at that population that 44% they are twice as likely to be looking to switch roles. And so the sense of an imperative for an employer to really take on the concept of well being and the language I like to use for that is to think of well being as a skill that can be developed just like any other professional skills, communication skills, analytic thinking, uh, strategic thinking. The way in which your employees manage their own well being is a matter of competitive advantage in your organization. It's a driver of business performance. And so the question is, how can you use this return as an opportunity to really build the skills of the next generation upon return?