2020年后疫情时代的职场未来调研报告.pdf

德科集团 （ 亚洲版 ） 2020年 后疫情时代的 职场未来 调研报告 Normal Asia edition highlights 引言 ” 今年，新冠肺炎疫情的爆发造成了全球范围的经济放缓，并给企 业运营带来了巨大挑战。当前，随着疫情逐步受控，越来越多国家 解除封锁重启经济，大家的生活及工作虽然逐渐走向正轨，但我 们的职场将再也无法回到疫情前的“正常”状态。企业与员工需要 重新建立彼此间的信任和协作机制，企业应当把握时机改变传统 职场惯例，以重塑后疫情时代的职场常态。 作为全球领先人力资源解决方案提供商，德科集团通过调查分析 8个国家8,000名职场人士的观点，就疫情对未来职场的长短期影 响进行了研究。结果显示，疫情加速了灵活办公、高情商管理者和 技能重塑等职场新趋势的出现，这些俨然成为企业取得成功的基 础之所在。 在亚洲，我们也访问了1,495名来自中国、新加坡、马来西亚泰 国、越南、印度和韩国等国家及地区的职场人士。调研结果揭示，很 多传统的工作模式正在发生明显转变，员工的期望与根深蒂固的 劳动力市场进程之间的差距已显现出来。 1 The Adecco Group 转变的挑战： 未来，谁将为创造更好的职场环境承 担责任？ 在亚洲，受访者认为政府、雇主和雇员三方， 对创造和确保一个更好的职场环境负有几 乎同等的责任。 而在全球的调研中，有80%的受访者认为雇 主应该承担起更大的责任，这一数据高于亚 洲国家调研结果的68。 68% 53% 46% 66% 67% 59% 未来，谁将为创造更好地职场环境承担责任？ 雇主 雇员自身 政府 工会或 保障员工权益的 机构 为企业 提供咨询意见的 机构 国际政府组织 （例如G7， G20，联合国） 企业将需要新的领导思维和方法，以应对因疫情而加速发展的职场新趋势，尤其需要解决 工作模式灵活性、职场规范和技能重塑等问题。 The Adecco Group 2 3 The Adecco Group 45% 4% 69% 27% 4% Expected allocation of time From your companys office(s) From your own home Other Ideal allocation of time 57% 45% 4% 69% 4% Expected allocation of time From your companys office(s) From your own home Other Ideal allocation of time 4% 4% 27% 5%5% 13% 82% 66% 29% 30% 职场将迎来“混合工作模式“ 受访者表示，他们希望至少有一半 的工作时间能够居家办公。 预期VS期望：工作地点与工作时间的分配 预期的时间分配 办公室 自己的家中 其他 期望的时间分配 疫情让员工更趋向选择较为灵活的工作 时间与地点。在亚洲，只有34的受访者 预计在疫情结束后100的工作时间将 在办公室工作。 大多数受访者认为，新的工作模式将在疫 情结束后延续。55的受访者预期未来可 以有部分的工作时间居家办公。 当受访者被问及希望疫情结束后于何处工作 时，只有18的受访者希望在办公室。大多 数受访者更希望采用办公室与居家办公的混 合工作模式。超过30的受访者表示，他们 希望至少有一半的工作时间能够居家办公。 未来是灵活的 超过 The Adecco Group 4 75% 73% 62% 81% 81% 81% 74% 受访者认为，提高办公室与居家办 公的灵活性，采取“混合工作模式”， 将使企业和员工都从中受益。 提倡“混合工作模式”的理由 工作与生活的平衡 后疫情时代，提高工作模式灵活性的重要性 相较于疫情爆发前， 提高工作模式的灵活性， 将能使更多人从事 和胜任受访者的工作与职责 提高工作模式的灵活性， 将利于公司发展 提高工作模式的灵活性， 将使员工受益 74的受访者表示，相较于疫情爆发前，提 高工作模式的灵活性，能使更多人从事和胜 任受访者的工作与职责。 35的受访者，强烈认为能在疫情爆发前 保持工作与生活的平衡；同时，受访者中， 58的占比认为在疫情期间，他们工作与 生活的平衡有所改善，有4认为变得更 糟。此外，68的受访者认为数字和远程 办公技能得到了提高，39的受访者表示 自己在工作上得到足够的信任。 在疫情爆发前，超过60的受访者每周平 均工作40-49小时，而在疫情期间下降到 40。 20的受访者表示在疫情期间平 均每周工作30-39小时，这一比例比疫情 爆发前增加了10%。 5 The Adecco Group 45% 48% 7% 24% 54% 22% BEFORE My working schedule was completely set by the company I had some flexibility to adjust my own working schedule My working schedule was completely set by me AFTER 45% 48% 7% 70% 45% 10% 58% 32% 49% 6% 受访者表示可以灵活地调整自己的 工作日程安排。 “ 朝九晚五”工时制度 可能会结束 疫情爆发前和疫情期间工作日程安排的灵活性水平 疫情爆发前 疫情期间 工作日程安排 完全由公司确定 员工可以灵活调整 自己的工作日程安排 工作日程安排 完全由员工决定 职场中工作日程安排的自主性也发生了重大 变化。疫情爆发前，45的受访者表示他们 的工作日程安排完全由公司制定。 疫情期间，这一占比下降到32。近70 的受访者表示有一定的灵活性来调整自 己的工作日程安排。 尽管，我们的全球与亚洲调研结果显示，员 工已经拥有较高的工作日程安排自主权，但 仍然期待在未来能有更多的灵活性。 近 The Adecco Group 6 82% 80% 79% 78% 77% 77% 75% 75% 73% 71% 69% 后疫情时代，员工对企业的期待 后疫情时代，员工认为企业应满足其如下期望的重要性程度 为办公场所 执行 严格清洁 和卫生安全措施 提供更多 工作模式上的 灵活性 确保员工拥有 可用设备/ 平台进行 远程办公 提高 远程办公 IT支持 增加 技术投入 以优化数字化 工作方式 制定能应对 未来危机的 财务支持政策 (例如 提高病假工资、 保障就业 与收入等) 定期更新 公司业绩 和计划 提供更全面的 健康保险 向员工 清楚说明 未来如何处理 类似危机 调整办公空间 以扩大 社交距离 调整培训 的重点 当被问及在疫情结束后对雇主的期望时，受访者表示，执行严格的清洁和卫生安全措施至 关重要。其次，则是允许员工在工作模式上拥有更多的灵活性，并为员工配备必要的远程 办公工具。 57% 45% 69% 27% Ideal allocation of time 7 The Adecco Group 1 4 72 5 83 6 9 10 11 70% 75% 75% 76% 79% 78% 73% 74% 80% 70% 70% 后疫情时代，员工认为以下事项的重要性程度 后疫情时代，员工认为对个人职业生涯具有 重大意义的因素，首先是能在工作上得到足 够的信任；其次是保持工作与生活的平衡， 拥有健康的体魄以及工作稳定性。 76的受访者，认为劳动合同应更强调工作内容，而不是工作时间。68的受访者期望雇主 重新考虑员工每周的工作时间。 疫情结束后，以下各项对个人职业生涯的重要性程度 请以1到5的评分回答，其中1表示完全不重要，5表示非常重要。 更多的 远程办公 可以保持 工作时间的 灵活性 觉得 个人职业发展 仍然受到 足够的重视 觉得工作 仍然稳定 觉得能得到 心理健康 方面的支持 能够保持 工作与生活 的平衡 能够保持 员工健康 的体魄 能够与同事 进行远程沟通 (例如 通过公司内网、 聊天群等) 与上级 关系融洽 觉得自己 在工作上 得到足够的信任 仍然有机会 与同事见面 The Adecco Group 8 82% 85% 82% 80% 75% 81% 83% 82% 79% 81% 很明显，在疫情期间企业管理者的角色已 然改变，与此同时员工对企业管理者的期 望也在发生变化。 尽管企业管理者认为他们在疫情期间， 仍然能实现业务目标，但很多人都承认 在如何能确保员工心理健康问题上面临 巨大挑战。 在疫情爆发期间，49的企业管理者，认 为比较容易支持和指导团队专注于实现 业务目标，62的企业管理者，认为比较 容易为员工的职业发展提供支持。 但有58的企业管理者认为很难了解员工 在远程办公模式中的感受，还有53的企业 管理者表示很难为员工的心理健康提供有 效建议。 重塑领导力 给予员工 谅解和支持 具备协作、 解决问题 和应变的能力 寻找有效 的方法促进 跨地域间 的创新 鼓舞和培养 团队士气 与氛围 帮助员工 了解企业价值观 和文化 为员工 远程办公 提供支持 远程 沟通能力 给予员工 完成工作 的信心 提供远程办公 指引和建议 跨地域 协调能力 后疫情时代，企业管理者应具备技能或行为的重要性程度 The Adecco Group 10 a. b. 60% 70% 70% 40% 34% 60% 44% 56% 55% 41% 75% 受访者高度信任政府，相信未来出 现类似危机时能得到政府支持 受访者高度信任雇主，相信未来出 现类似危机时能得到雇主支持 若将来发生类似危机时，是否信任以下各方会提供支持？ 有70受访者高度信任政府，并相信未 来出现类似危机时能得到政府支持，远高 于全球调研结果的42%。 这表明亚洲各国政府，在疫情期间采取的 抗疫、经济复苏等措施受到广泛认可。 60受访者高度信任雇主，相信未来出 现类似危机时能得到雇主支持，这与全球 调查结果一致。 若将来发生类似危机时，是否信任以下各方会提供支持？ 请以1到5的评分回答，其中1表示完全不信任，5表示完全信任。 信任度 政府 国际政府组织 （例如G7，G20， 联合国） 非政府组织 （例如 世界经济论坛） 雇主 提供财务 相关支持 的公司 提供医疗保险 的公司 为企业 提供咨询意见 的公司 雇员自身 工会或 保障员工权益 的机构 11 The Adecco Group 13% 58% 1% 12% 29% 43% 15% 这一数据远高于全球其他国家调研结果 的50，而19的全球调研受访者则持 负面态度。 总体而言，有58的受访者对疫情爆发期间 的职场生活持正面态度，只有13的受访者 对自己的职场生活持负面态度。 请评价疫情爆发期间，个人职场生活所处的状态 非常负面 比较负面 保持中立 比较正面 非常正面 受访者对疫情爆发期间的职场生 活持正面态度 受访者表示，他们对自己的职场生 活持负面态度。 为明天做好准备 ” 显然，我们的职场将再也无法回到疫情前的“正常”状态，后疫情时代员工的期望 与根深蒂固的劳动力市场进程之间的差距已经凸显出来。从调研结果，我们可以 清楚地看到什么才是后疫情时代职场未来的“更好常态”。 现在，企业应当抓住机会对传统职场惯例进行“重塑”，企业今天做出的决定将直 接影响未来的发展。另一方面，企业招聘与保留人才之战将在工作模式的灵活 性、技能培训、高情商企业管理者、信任机制等方面分胜负。企业需要倾听各方的 声音，即便需要打破传统的界限，也要建立新的职场规范，令各方都能受益。 为明天做好准备 德科集团（The Adecco Group）是全球领先人力资源解决方案提供商，致力于创 造美好的职场未来。每天为超过350万名求职者提供有意义的职业机会，为全球 60个国家和地区的企业招聘与培训合适的人才，作为财富世界500强人力资 源服务供应商，为推动经济发展和建立美好社会贡献价值。德科集团在全球约有 35,000名全职员工，拥有极具包容性、企业家精神和团队合作的企业文化，多年 跻身卓越职场研究所（Great Place to Work Institute）发布的“世界最佳职 场”榜单。德科集团总部位于瑞士苏黎世，在瑞士苏黎世（SIX Swiss Exchange） 证券交易所公开上市。 中国人力资源服务行业最具竞争力和品牌价值的北京外企服务集团与全球人力 资源服务行业领航者德科集团于2010年在上海成立的一家中外合资人力资源 服务企业，为企业及个人提供业务外包、人事服务、招聘猎头和员工福利等人力 资源解决方案。目前，外企德科在浙江、陕西、重庆、深圳、苏州设立了分支机构， 全国服务人数超过200万名，服务客户超20,000家。 外企德科聚焦人才和技术， 致力于成为值得信赖和尊重的人力资源解决方案提供商。 外企德科 德科集团 As much of Asia emerges from the COVID-19 pandemic, it is becoming clear that the world of work and employment markets have been profoundly altered. Organisations are planning their future beyond COVID-19, assessing altered workplace optimisation. Those who embrace the transformation opportunity will position themselves ahead of the curve. To do so, organisations must navigate this unchartered territory and the new set of employee expectations that have arisen, defining the working parameters for the upcoming era of work. The Adecco Group carried out a Global study, assessing pandemic had altered their perceptions of how and where they work, the skills needed for the future, and relationship dynamics between themselves and their leaders. A similar study has been carried out in Asia to determine the particular opinions of Asian workers. 1,495 workers across China, Singapore, Malaysia, Thailand, Vietnam, India and South Korea were surveyed. With this summary being an Asian addendum to the global report, it should be read in parallel. generations and a clear gap between the expectancy of workers and the capabilities of organisations in rising to meet them. Introduction Across Asia, it is interesting to see that workers believe that government, employers and individuals hold almost The wider global survey found that respondents put more emphasis on the responsibility of their employers held responsibility compared to only 68% across Asia. The challenge to change - whose responsibility is it to ensure a better working world after the pandemic? 1 The Adecco Group This expectation of employers to deliver on this will require a new breed of leaders and a new approach that can and will prioritise the emerging trends that have been accelerated by the pandemic specifically around flexibility, workplace policies and addressing skills gaps. 68% 53% 46% 66% 67% 59% Your employer Companies advising business on good working practice Yourself International governmental organisations (e.g G7, G20, the UN) Your countrys government Unions / Organisations representing employee rights pandemic The Adecco Group 2 The pandemic has certainly accelerated the trend towards more flexible working arrangements and only 34% of respondents across Asia expect to spend 100% time working in their companys office in the post- pandemic world. Most believe that the new ways of work will continue in the post pandemic world, with 55% believing that a proportion of their working time will be spent working from home. When the respondents were asked where they would want to work in the post-pandemic world, only 18% claimed that they want to spend their entire working hours at the company office. The majority prefer a hybrid working arrangement between home and work, with over 30% of respondents claiming that they would like to spend at least half of their working hours working remotely from home. The world is ready for hybrid working 57% 45% 4% 69% 27% 4% Expected allocation of time From your companys office(s) From your own home Other Ideal allocation of time 57% 45% 4% 69% 27% 4% Expected allocation of time From your companys office(s) From your own home Other Ideal allocation of time 4% 4% From your companys office(s) From your own home Other % of working week expected vs. wanted to spend in the following locations Expected allocation of time Ideal allocation of time 27% 51% 5%5% 13% 82% 66% 29% over 30% of respondents claimed that they would like to spend at least half of their working hours working remotely from home. 3 The Adecco Group 75% 73% 62% Employees will benet from having increased exibility Business will generally benet from allowing increased exibility Increased exibility in working patterns will make jobs accessible to more peoplejobs in my profession accessible to more people compared to before the pandemic The Adecco Group 6 74% of respondents claimed that they agree that the their profession accessible to more people compared to before the pandemic. 35% of respondents strongly agreed that they were able to maintain a work/ life balance before the pandemic but 58% of respondents felt that their work life balance got it got worse. Additionally, 68% of respondents felt an improvement in their digital and remote working skills, and 39% of respondents claimed that they felt more trusted to get their job done. Before the pandemic, over 60% of respondents worked an average of 40-49 hours per week, whereas this number dropped to 40% during the pandemic. 20% of respondents claimed that they worked an average of 30-39 hours per week during the pandemic, which is an increase from 10% during the pre-pandemic period. The case for increased flexibility Work life balance 81% of respondents agreed that both individuals and businesses will benefit from allowing increased flexibility 81% 81% 74% 4 24% 54% 22% BEFORE My working schedule was completely set by the company I had some flexibility to adjust my own working schedule My working schedule was completely set by me AFTER 45% 48% 7% 24% 54% 22% BEFORE My working schedule was completely set by the company I had some flexibility to adjust my own working schedule My working schedule was completely set by me AFTER 45% 48% 7% Level of flexibility regarding working schedule before vs. during the Covid-19 pandemic 24% 54% 22% BEFORE My working schedule was comp etely set by the company I had some flexibility to adjust my o n working schedule My working schedule was comp etely set by me AFTER 45% 48% 7% DURING Autonomy over work schedules has also seen a significant Before the pandemic, 45% of respondents said that their working schedule was completely set by the company. During the pandemic however, this number dropped to 32% and nearly 70% of respondents claimed that they had some flexibility to adjust their own working schedules. and employees will come to expect higher levels of flexibility moving forward. The end of the 9 to 5 nearly 70% of respondents claimed that they had some flexibility to adjust their own working schedules. 45% 10% 58% 32% 49% 6% 5 The Adecco Group Implementing strict cleaning and hygiene policies at work Improving IT working remotely Providing quality health insurance Implementing how and where Investing in technology to facilitate better digital ways of working Providing clarity on how the company will deal with similar crises in future have the right equipment / platforms for remote working Regular updates on company performance and plans Implementing policies for future crises (e.g. enhanced sick pay, job protection, income protection, etc.) spaces to enable social distancing Updating the focus areas of company training When asked about what employees expect from an employer in the post pandemic world of work, respondents said that ensuring a strict cleaning and hygiene policy was of most importance. This was followed by allowing staff to have more flexibility in where and % of respondents who say the following it is important that an employer provides the following in the post pandemic world of work. What will be important to employees in the post pandemic world? 82% 80% 79% 78% 77% 77% 75% 75% 73% 71% 69% how they work and ensuring staff are equipped with the right tools to work remotely. The Adecco Group 6 57% 45% 69% 27% Expected allocation of time Ideal allocation of time Working remotely more than I did before the pandemic 1 that my job is secure 4 Having the right opportunities to maintain my physical health / 7 Retaining / having working hours / schedule 2 Feeling I have the right support available for my mental well-being 5 Being able to socialise remotely with colleagues (e.g. via company intranet, team chats, activities, etc.) 8 Feeling that my career development is still given enough attention 3 Being able to maintain a good work / life balance 6 Maintaining a good relationship with my manager 9 Feeling trusted to get the job done 10 Having the opportunity to still see my colleagues face- to-face 11 In the post pandemic world of work, employees rated trust from their employer to get the job done as the most important element to their working life, followed by maintaining a good work life balance, the ability to maintain physical health and fitness and job security. Please answer on a scale of 1 to 5 where 1 means you were Not at all important and 5 means Very important. 76% of respondents agree that employee contracts should focus more on meeting the needs of the role and less on number of hours worked, and 68% agree that employers should revisit the length of the working week and the hours that employees are expected to work. 70% 75% 75% 76% 79% 78% 73% 74% 80% 70% 70% % of respondents who say the following it is important that an employer provides the following in the post pandemic world of work. 7 The Adecco Group A leadership style focused on empathy and a supportive attitude Promoting and nurturing strong team morale and culture Strong skills in communicating A leadership style focused on collaboration, problem solving and adaptability engaged with company values and culture Placing trust in done Finding to collaborate on new ideas / creativity across locations Supporting my working needs Providing guidance and advice on working organisation and coordination of team members locations the pandemic but so too have the expectations from employees of our leaders. Thinking about the role of how important the following skills and behaviours would be: Reinventing leadership While managers felt they navigated the pandemic well finding it more challenging to ensure the mental health and wellbeing of their staff. 49% of managers found it quite easy suppo