Remote work, proactive managers, better job conditions lead Top Workplaces trends

If there’s one thing we’ve been able to count on during the past several roller coaster years of the American job market, it’s this: the traditional 9-to-5 office set-up is likely not coming back.

And for many employees, that’s a good thing.

Since the pandemic forever changed the workplace, 59% of U.S. workers who say their jobs can mainly be done from home are working remotely all or most of the time, according to a January 2022 survey by Pew Research Center.

More employers recognize the reasons why with the majority of workers saying being remote makes it easier for them to balance work with their personal life and many saying working from home without interruptions has made it easier for them to get their work done and meet deadlines. Savvy employers are increasingly recognizing the arrangement as a win-win, resulting in happier teams and often, higher productivity.

San Francisco is one of the most progressive markets in meeting this workplace trend. Nearly 30% of San Francisco job openings in January 2023 offered hybrid or fully remote work, up from about 5% in 2019. That is the highest share among the 50 largest U.S. cities, according to a March 2023 study from the National Bureau of Economic Research.

Other new workplace trends have been popping up these past few years, and a lot of them revolve around improved job conditions. For top performing companies, making sure employees feel valued and are given the support they need is increasingly critical.

The ability to grow in a job is important, and for this, proper leadership seems to be increasingly effective. A 2022 Energage Workplace Survey study of hundreds of staffers across the nation revealed that the majority (71%) feel they are getting the formal training they want. Even more employees (82%) also said their managers are helping them to learn and grow.

“Still, that means two to three out of every 10 employees feel more can be done,” said Energage Media Partnerships Director Bob Helbig. “So while these findings are positive, there is plenty of room for improvement. There are some interesting challenges of increasing productivity in the workplace while balancing workforce labor costs.”

Another study, a 2023 Top Workplaces Research Lab survey, found that better communication is a top concern for many workers, particularly in a landscape of more remote, technology-based jobs where confusion can happen via email, texts and Zoom.

Career discussions with managers are one of the most popular approaches to development at 63%, the report found, but 71% also wish managers would discuss it more often. Managers are encouraged to be more actively involved with their direct reports, acting as mentors or coaches and providing insight into what is happening in other levels and areas of the organization.

“Staying connected is paramount,” agreed Bill Aboumrad, president and broker/owner of Legacy Real Estate & Associates. “With the facilitation of our Agent Advisory Council, we hear agent needs and provide support in a very proactive way. In this changing market, we heard the need for more lead-generating opportunities, a desire for accountability and mastermind coaching post pandemic and more education on the state of the market.”

To meet the employee requests, Legacy recently expanded its technology platform resources for increased business production, developed and launched a hybrid coaching program and now keeps market knowledge at the forefront of its monthly company meetings.

The company runs five locations around the Bay Area with more than 250 local employees and took first place for Top Workplaces midsize companies this year.

Another popular trend is “quiet hiring,” Research Lab reports. The buzzword is used to describe how organizations are finding alternatives to hiring new full-time employees — instead of running ads, businesses rely on contractors, internal promotions or hiring within the company. They are also asking current employees to take on additional work or roles with a potential for career growth.

Nearly all survey respondents (98%) indicated they use some form of quiet hiring. Yet at the same time, when adding assignments and/or additional responsibilities, only 17% reduce the current workload of the employee and only 12% set strict time bounds. That’s a red flag, Research Lab warns.

The report recommends that managers structure their requests by offering additional compensation and making it clear that new tasks can lead to future promotion opportunities. Employers should also ensure that work hours are not unjustly increased, and make sure the assignments match the employee’s interests and career goals.

After addressing a trend, employers need to follow-up, be consistent and keep new policies a priority, Aboumrad noted.

“We are continually focused on staying connected to our agents, the industry and the community,” he said.