8 Ways Workplace Needs Have Shifted, Post-(ish) Pandemic

| ion Team


We all have a personal view of how the workplace has shifted since the onset of the pandemic. It's been challenging to say the least but we wanted to gather key insights from professionals. We asked CEOs and HR managers from different industries to get their perspective on how they believe the workplace has shifted.

From employees placing more value on company culture to remote work becoming more accepted, there are several changes in employee needs that may affect how organizations relate to their employees in the post-pandemic workplace. 

Here are eight ways workplace needs have shifted since the start of the pandemic:

  • Employees Place More Value on Company Culture
  • Need To Bring Back Women To The Workplace
  • Need for More Intentional Team Building
  • Employees Want More Creative Control
  • Companies Are Offering Competitive Benefits
  • Need for Better Work-Life Balance
  • Employees Are Standing Up for More Inclusion
  • Remote Work Is More Accepted


1. Employees Place More Value on Company Culture

At the height of the pandemic, employees began to take the time to reflect and reassess their personal and professional priorities. Workers have started to value company culture over other incentives such as compensation and career growth. According to our firm’s most recent survey results, corporate culture ranked as the top priority among casino executives when choosing an employer in 2021. Company culture was consistently ranked as the third-highest priority in past surveys but has shifted since the pandemic.

Benjamin Farber, President, Bristol Associates, Inc.


2. Need To Bring Back Women To The Workplace

Due to the pandemic, millions of women have voluntarily and/or involuntarily left the workforce. In 2022, it is imperative to help women not only get back into the workforce but also to help them thrive. The most important way is to accommodate for the changed needs of women in a post-pandemic world. Some of these could include flexible work schedules, leniency around working from home and childcare assistance. Second, taking into account other factors that may have or are impacted performance at work. For instance, is the person in question a parent and were they homeschooling their children during the pandemic? Third, become a vocal advocate for women in leadership. Speaking out loud and being intentional about hiring and sponsoring women is key. By putting measures in place that help set women up for success will encourage them to take advantage of these opportunities.

Leo Livshetz, Founder & CEO, Unhide


3. Need for More Intentional Team Building

Since the pandemic began, team building has become more intentional and management plays a bigger role in fostering connection and team culture. More organic opportunities for interaction exist in offices and in-person workplaces, since teammates are in close physical proximity and can interact in common spaces like break rooms and hallways. In online offices, most interactions happen for specific business reasons. Thus, teammates may not meet or get to know each other without a little extra help from bosses, HR representatives, and company culture committee members. Leaders can no longer assume that employees will automatically and inevitably try to get to know coworkers, and must carve out time and space where teammates can interact and connect organically online.

Carly Hill, Operations Manager, VirtualHolidayParty.com


4. Employees Want More Creative Control

From their schedule to their work, employees want more creative control over their workday, and I don't blame them. In many ways, people lost what they believed was in their control during the pandemic – some people lost loved ones, and others lost their jobs. Today's leaders need to realize that our employees are employed to contribute creatively, not control. We offer a fully-remote work schedule with regular brainstorming and feedback sessions to give our team the independence they deserve during turbulent times and beyond.

Cesar Cruz, Co-Founder, Sebastian Cruz Couture


5. Companies Are Offering Competitive Benefits

Many companies offer competitive benefits that other companies may not offer, which makes it difficult to leave the company. Benefits such as student loan repayment or fertility options not only retains top talent, but recruits them as well. This is an effective way to attract candidates while also making team members feel like they're appreciated and valued. Companies that can support their employees in every step of their life will ultimately decrease turnover and improve worker satisfaction.

Natália Sadowski, Director, Nourishing Biologicals


6. Need for Better Work-Life Balance

The pandemic has underlined the importance of providing space for employees to achieve better work-life balance. Whether it’s flexible working hours, hybrid work, or providing support to parents and caregivers, workers need jobs that allow them to live on their terms. For team leaders, it is essential to understand that the pandemic has affected people differently hence their idea of a work-life balance may differ. For example, someone who’s felt lonesome might find that more time in the office counteracts that, while some parents might prefer more time at home to be closer to their children.

Georgi Todorov, Founder, ThriveMyWay


7. Employees Are Standing Up for More Inclusion

Employees need to feel accepted and respected for who they are in the workplace, and what used to be considered kosher might not be the case now. For example, it wasn't uncommon in the past for women of color to face repercussions in the workplace for wearing their hair naturally. We see a positive shift in employees holding their companies accountable for their actions. Gone are the days when organizations call the shots; in this job market, employees are in the driver's seat and want respect.

Breanne Millette, CEO, BISOULOVELY


8. Remote Work Is More Accepted

Remote work. Before the pandemic, it was rare to work remotely, employees were physically bound to their work. In this post-(ish) pandemic, it’s incredibly rare not to work remote, or at least have a hybrid schedule. Because life changed so dramatically during the pandemic, the needs of employees have changed dramatically as well, along with their work mindset.

People relocated, their health was put first, their family dynamics changed and the old work-before-health mindset shifted dramatically by not being tethered to the job. Employees now operate in this new post-(ish) pandemic life and mindset with their personal needs coming before the needs of a company. Remote work offers employees a way to put their personal needs first in a post-(ish) pandemic world, and hopefully, it’s a trend that will stick.

Tony Staehelin, CEO, Benable



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