The pandemic is forcing many professionals to put themselves and their livelihood first. There are many layers to our lives. It’s hard to say in blanket statements what we all want anymore. We all want to feel valued in 2021, and there are “no’s” to give out. Another talking point to what professionals wish to in 2021 is to work from home even if we have to sacrifice some cash.
Bloomberg recently reported some professionals are willing to take up to a 15% cut in pay to stay home to work. In addition, many are eager to give up time off to work from home.
Working at a big company would sacrifice a little salary to buy back travel time if I were working at a big company. For many of us who had to travel more than two hours a day (sometimes driving) is a lot of time. Those hours mean much more when you have small children growing and maturing faster than we can keep up. It gives us time to attend a child’s participation in sports or to help with homework. You can’t get that time back.
Many professionals have radically valued career development more than ever.
We can scale our careers more conveniently as we can do it from anywhere. And it doesn’t have to cost us vacation time or overtime to do more of it. What we do realize is our employer is less likely to invest in our future. They are more interested in the now. If we’re lucky to get that boost from our employer, our cup should be overflowing with gratitude.
Consider a disaster recovery plan for your work.
A recent Gallup poll showed people had to change how they worked, and it wasn’t perfect. The longer the pandemic disruption lasted, workers did adjust:
Since November, however, worker reports of difficulty have eased, although workers continue to report doing their job differently. This workflow could either be a sign that workers are getting accustomed to the changes or that refinements have been made to make those changes easier.
It is finding a workplace that values you, me and all of us.
My friend Scott Behson’s new book, The Whole Person Workplace, discusses how employers create a welcoming, inclusive culture. In my recent conversation with him, he shared with me in an email several questions job seekers can ask to help them discern, such as a workplace.
Two of them are:
- How did you help employees with feelings of burnout and overwork during the height of the pandemic? What lessons from that time are you continuing to apply going forward?
- Can you tell me about someone who, at one point in their career with you, had to alter their work because of life demands and is now in a leadership position?
These are great questions because they speak to several real issues exposed by the pandemic:
- How the company arranges work to help workers through stressful instances?
- How will I feel about the company during a crisis of any kind?
- Does altering a workload (not necessarily lightening it) create a negative view of my performance?
I’m sure there are other ways to view these questions. But I think it’s time to evaluate what is important to us outside of compensation. People may take jobs that underutilize their abilities and talents to claim peace of mind. Others want to work remotely without a negative and lasting effect on their careers. All of us want to end up at the same place: Feeling valued.