While it is too early for us to let our guard down on avoiding COVID-19, now is an ideal time for organizational leaders to start thinking about where work will get done when the risk of infection is mostly gone. In my conversations with clients and colleagues, I have learned there appear to be three groups.

1. Those who think they will continue having most employees working from home
2. Those who anticipate a blend of staff working from home and office environments
3. Those who expect to return to business as usual with almost all employees working in office environments

As you might expect, group #2 is the largest. This is reflected in what we are seeing in the broader market. Recent Gallup data shows that remote work improves business outcomes and attracts talent. Similar outcomes were detected in surveys focused on worker productivity by Boston Consulting Group. Successes we have had working remotely due to COVID-19 do not necessarily make a case for ending the use of office space, though. A PWC survey regarding remote work attitudes tells us that while employees and executives anticipate post-pandemic workplace flexibility, they don’t see office environments going away.

Let’s not forget the challenges many of us have experienced working from home. While we can expect working from home to get easier when schools are back in session, we need to understand that some employees are more productive working from an office than others and that a one-size-fits-all approach might not be best.

From a behavioral perspective, some of us are wired better for working from home than others. Those of us who tend to get energy from working alone typically do well in a quiet home environment where we introverts can focus on our analytical strengths. Extroverts on the other hand get their energy by working with others which can make working from home feel like a prison. Of course, the world is not split between extreme introverts and extroverts. There is a continuum where most of us fit somewhere between. There are also other behavioral indicators that factor into an individual thriving in a work from home environment. If you are interested in a behavioral assessment tool to better understand your employees, there are hundreds to pick from. I recommend those based on the research of William Marston. They tend to be quick, easy to understand, and require only a modest investment. DiSC, Predictive Index, and McQuaig are popular examples.

If you need help determining where your organization’s work will get done after COVID, IgnitionHR can help. Feel free to click HERE for an introductory call.