Nov 25, 2020

68% of people in the UAE prefer to work in the office

Publicis Sapient
UAE
remote working
covid-19
Georgia Wilson
2 min
remote working
Publicis Sapient report identifies that 68% of people in the UAE would prefer to work in the office rather than at home...

In a recent study conducted by Publicis Sapient, the company emphasises that COVID-19 has fundamentally altered expectations of employers, reshaping the future of work. “Workers will look for new roles that enable flexible work schedules and work from home options, and companies will need to adapt to attract the best talent. Comparatively, whilst over half of students have been attending some form of schooling online, full-time remote learning is not seen as a beneficial long-term solution to education, not only having a negative impact on pupils, but is also at the detriment of caregivers’ own careers and mental wellbeing,” reported Publicis Sapient.

Key findings from the report

  • 73% of UAE respondents stated that they can work remotely (higher than any other country surveyed) however, 68% of those said that they would prefer to go back to the office everyday/most days, with only 5% wanting to work from home everyday
  • Top of the list when it comes to benefits provided by employers in the future are flexible working hours and the ability to work from home
  • 50% of respondents in the UAE expressed concerns about contracting COVID-19 when returning to the office, with 51% of those stating that a vaccine would make them more comfortable
  • Only 12% of those in the UAE have a dedicated room in their house for an office, however 67% have been able to establish a consistent workspace
  • 54% of UAE employees believe that companies can do more to make remote working a better experience by providing a wellness service
  • 55% of parents in the UAE feel their children have been negatively impacted by remote learning

“The global workforce is settling into the work-from-home normal; most are desiring more flexibility once offices reopen. Returning to the office will be largely dependent on the widespread distribution of a trusted vaccine. Until then, parents and caregivers will have to find ways to cope with increased responsibility for dependents learning at home. The Index provides an accurate snapshot into consumers’ lives, allowing us to construct data-driven strategies for businesses as they continue to evolve and prepare for 2021,” commented Teresa Barreira, CMO of Publicis Sapient.

To read the full report, click here!

For more information on business topics in Europe, Middle East and Africa please take a look at the latest edition of Business Chief EMEA.

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Jun 20, 2021

5 Ways Leaders Can Create a Healthy Workplace Culture

MHW
workplaceculture
BBC
ONS
5 min
As the world embraces Men’s Health Week, five experts advise how leaders can create a healthy workplace culture for employees

This week (14th-20th June 2021) is Men’s Health Week. Physical and mental well-being have been important considerations for leaders over the past year, and it is essential this focus is maintained as we build back for the future. Here we have asked 5 experts for practical tips leaders can implement to create healthy workplace cultures.

 

Know the early signs of burnout 

Recently it was reported by the BBC that burnout for health and social care staff had reached emergency levels. 

Monkey Puzzle Training Co-Founder Karen Meager has studied the burnout recovery process in partnership with Coventry University: “The past year has seen people suffer from job-loss worries, work from home challenges, isolation, and feeling overworked. These are continuing, and all have the potential to contribute towards burnout. Healthcare workers, executives, leaders, managers and small business owners will continue to be the top people to suffer from extreme burnout.”

“At the onset of burnout, people commonly enter a phase of denial. So leaders need to be aware of those who are reluctant to take their time off, are compelled to work all hours, or have changes in their behaviour or mood, as these can all be indications of burnout taking hold. Encouraging them to take a burnout self-test provides a starting point to supporting these employees through recovery, as is role modelling healthy sustainable ways of working.Karen suggests.

 

Encourage professional self-reflection 

Creating an environment that encourages self-reflection is an effective tool for promoting personal development. Journaling may not be something you instantly think of for professional development; however, it is a successful technique for adults to aid mindfulness and productivity. “Journaling is a form of self-expression that can empower you to understand your feelings and ambitions and how to deal with them, therefore promoting positive well-being and a healthy workplace culture,” describes Elisa Nardi, founder of Notebook Mentor

 

Just 15-20 minutes of journaling a day over the course of four months are enough to lessen the impact of physical stressors on your health,” explains Elisa. “It can also inspire creativity, aid your memory, and help set actionable goals. It is an underused tool that can help employees manage tricky workplace situations such as conflict, illness or new leadership roles.

 

Manage your stress and resilience too

As a leader or manager, often, your complete focus is on the business or protecting your team, but you cannot pour from an empty cup. Leaders should also have strategies in place to manage their own stress, so they can sustain high levels of positive energy throughout the day. “Fueled by a burning desire for success, I ignored all the warning signs of exhaustion, which eventually took its toll on me - I literally collapsed from stress, and I didn’t even see it coming.” reflects Sascha Heinemann, an expert in Performance Recovery and Stress Resilience.

 

“When leaders manage their energy, create healthy daily habits, and practice resilience, they are able to perform to their fullest capacity and to provide the best possible support for others.” 

 

“Taking a break every 90 minutes or so helps you to refuel, recharge, and re-energize and ultimately allows you to get more accomplished, in less time, at a higher level of quality, and more sustainably. This role model contributes dramatically to a healthier, more engaged, sustainable, and productive workplace culture," he adds.

 

Instil a sense of purpose for your team

The idea that success equals working 12-15 hour days and giving everything of yourself to your workplace continues to prevail in many organisations. This is not healthy, nor is it productive for anyone involved. “The healthiest and happiest workplace cultures are the ones that are organised around purpose.” describes business and life coach Anand Kulkarni. 

 

“Leaders should be giving meaning to the work they are doing within their business and beyond and sharing this purpose with their staff, rather than focusing on long hours, crippling workloads or someone else’s idea of ‘success’. When people understand why they are doing what they do and how this contributes to something greater, productivity and well-being is increased.” adds Anand. 

 

Promote well-being from the top down

Leaders need to act as role models if well-being is to become embedded at the very core of the organisation. It’s very unlikely that employees will start acting in a new way that puts their own needs first if the leadership team continues to behave in an entirely different manner.

 

‘Many organisations have worked hard in recent months to put new policies in place that better support well-being, promote hybrid working and attempt to set clear boundaries, but many leaders seem to assume that they are exempt from it all, that’s when it all falls over’, explains leadership experts Martin Boroson and Carmel Moore, from The One Moment Company. 

 

A recent ONS report into Homeworking in the UK revealed that people are on average working 6 hours extra per week, and many are working until late in the evening, indicating that the boundaries between work and life are more blurred than ever. 

 

Despite all of these wonderful opportunities for people to self-organise, if the leadership team continues to work in the office Monday to Friday, or are communicating at all hours, then it’s a clear indicator that hybrid working is simply a ‘bolt-on’ tactic rather than an integral part of the company’s approach to promoting the importance of maintaining a healthy work-life balance.’

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