The proximity bias
And even so, the need to be present in a real way is urgent. 65% of managers surveyed by Beautiful AI have indicated that if they had to cut staff in the face of a recession, they would lay off remote workers first. This predisposition, the study notes, can be explained by proximity bias, which is described as a natural preference and familiarity with people seen most frequently in the daily environment.
For this reason, according to the Gensler study, 43% of employees who want to return to the office would do so to access leadership positions, 28% affirm that their main reason is to be visible and have access to new opportunities.
A budget for parties and interaction
The OCC findings also show that 50% of remote workers were willing to quit last year. Which can be an indicator of how remote work can undermine the sense of belonging to an organization.
Thus, Various companies are creating special itemsin their annual budgets, for coexistence activities, face-to-face training and even parties for employees. “Culture is made by all of us,” says Isabel from WeWork, calling on both companies and employees to take responsibility for growing the spark of human interaction.
What will happen to the youngest?
There are people who were finishing their studies when the pandemic hit. Since then, they have made the leap to remote or home office work, without much opportunity to expand their professional networks.
Some have not met colleagues who resigned and said goodbye on WhatsApp and you would not be able to recognize them if you met them on the street. A lost contact, less social capital, without a doubt.
Young people may feel less connected to companies when they do not have the opportunity to expand their social networks or to interact and learn with the people in their work environment. By feeling less connected, they will identify less with the organization, job turnover will increase and, often, stress will increase, says Pilar Mestre, a specialist at EAE Business School.
In this context, it is important that employers and team leaders take steps to help young people develop collaboration and social skills. And, for employees, says Isabel Martínez-Carrera, it is important to make the most of intentional moments and spaces: the cafeteria, lunchtime, meeting in a hallway and any other opportunity to create bonds.