62% of employees in Europe and 57% in Poland are expecting more frequent remote work opportunities after the pandemic is over, according to Deloitte’s “Voice of the European workforce” report. 80% of European Deloitte survey respondents admitted to having experienced at least one change in working conditions in recent months, with the most common, indicated by 57% of respondents, switching to remote work.
“According to our report, 62% of workers in Europe and 57% on the Vistula expect the possibility of more frequent remote work after the situation returns to normal. Interestingly, in the case of respondents from Europe, this percentage is even higher among people who did not have a chance before the pandemic to work remotely and is 70 “- said partner, leader of the human capital team in Central Europe, John Guziak.
Over 80% of respondents declare that it was easy or very easy for them to switch to remote work and other changes related to the pandemic, such as flexible working hours or greater autonomy. The majority of European workers (86%) replied that it was easiest for them to adapt to their increased autonomy in the workplace. Polish employees most often indicated the change of working hours and its more flexible schedule (85%).
Particularly noteworthy is the fact that for 40% of respondents from Europe, the trust of the leaders was helpful in adjusting to the changes brought by COVID-19, and not much less, because 38% indicated the trust of colleagues. In the case of Poland, the answer was most often given – the trust of colleagues and team members, and the passing time. 47% of those questioned answered that they got used to the new reality at work as the days passed. The leaders’ trust was in fourth place, 33% of the respondents answered that. As the authors of the report note, creating an atmosphere of trust at work requires a conscious effort on the part of superiors, especially when teams work remotely, underlined.
In addition to trust, European employees also admit that with the passing days they became more and more used to changes (39%). Professional contact networks (37%) and IT tools (30%) also provided support. So the human factor turned out to be more helpful than technology.
“Poles hope that the increase in the trust of both leaders in their teams and among colleagues is a change that will remain with them also after the pandemic. 38% of Polish employees responded with this. One-third of our respondents in Europe expect that they will have a chance also in post-pandemic times. greater flexibility in deciding when and how they will work “- added Guziak.
As Deloitte experts point out, with a greater dispersion of the company’s staff, they must learn how to manage more autonomous employees and teams. This challenge will require a move away from the old reward and assessment models. 32% of employees in Europe and 31% in Poland are afraid of having to work more for the same pay. It is second only to increased job insecurity. 46% of Polish workers and 36% in Europe express such fear, it was also pointed out.
60% of respondents from Europe and 65% in Poland believe that the most useful in the popandemic reality will be the ability to adapt to new conditions. 55% of respondents from Poland and less than half of employees in Europe assess their professional future as positive or very positive.
“Companies should take advantage of the positive attitude among employees and build even stronger teams with greater determination. This does not only mean training employees in the field of technical competences. The right decision will be to create an organizational culture and create attitudes conducive to the ability to learn and apply and use new skills” – summed up Guziak .
The “Voice of the European workforce” survey was conducted in June 2020 and covered 10 thousand people. employees from seven countries in Europe (France, Germany, Italy, Portugal, Spain, Great Britain and Poland). Half of the respondents were employees aged 50 or older, the other half – employees aged 18 and under 50. Respondents were matched by age and gender to reflect the structure of the workforce in each country.
