Currently, 44 per cent of senior managers support long-term hybrid schedules (where staff can divide time between the office and another location) and employees’ ability to choose where they work. Managers at large companies with 1,000 or more employees (54 per cent) are most open to flexibility.

View an infographic of the research highlights.

The Risk of an Employee Exodus
Separate research from Robert Half reveals that a full return to office may lead to more resignations. In a survey of more than 500 professionals in Canada, more than half of respondents currently working from home (53 per cent) would look for a new job that offers remote options if their company required employees to return to the office five days a week, up 20 points from one year ago. Millennial professionals (68 per cent) and working parents (59 per cent) are most likely to quit if called back.

“It’s clear professionals want continued flexibility in where and how they work — however, some companies appear to be out of sync with their employees’ priorities as they plan for the future,” said David King, Canadian senior managing director of Robert Half. “In today’s tight talent market, eliminating remote work options will only make hiring and retention more challenging. Employers need to move past the idea that collaboration and innovation only happen in the office and recognize that people are more engaged and motivated when they have a say in where they work.”

How to Embrace a Flexible Work Model
Companies may want to adopt a long-term hybrid work model but not know where to start. Robert Half offers five questions to help guide the process:

1. How will you define “hybrid”? Will employees be required to come to the office certain days each week or only for specific purposes, such as trainings or team building?
2. How can you improve your onboarding experience? As you hire remote employees, consider how you will make them feel welcome, supported and part of a team they may never meet in person.
3. Do you have the right technology to support effective communication and collaboration? Consider what new tools to implement to create a seamless experience for onsite and remote staff.
4. What business processes will be impacted? Anticipate problems, adjust workflows, and ensure everyone has access to the resources they need.
5. How will you build and maintain engagement and morale? Create equal opportunities for all employees to grow and develop, network, and build authentic relationships with colleagues.

Read more about the benefits of embracing a hybrid work model on the Robert Half blog.

SOURCE Robert Half Canada

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However, as many organizations start to implement hybrid models, the return to work isn’t a black-and- white matter. With the future of work comes new routines, and routine establishment is the key to success when it comes to lowering anxiety for pet and pet owner alike.

“For many pets, particularly those adopted during the pandemic, always being with their owner is all they know. As we start to return to the office in the coming months, and explore the idea of a hybrid working model, we need to actively create conditions through which our pets will continue to thrive,” says Arnaud Christ, Scientific and Corporate Affairs Director at Royal Canin Canada. “At Royal Canin, we believe pets make the world a better place and that it is our responsibility to make the world a better place for pets. With a few guiding principles, we can help ease their transition so that they positively embrace yet another new normal.”

In the past year, ‘pandemic’ pet ownership has soared with almost 3 in 10 Canadian pet owners adopting a new pet, and 70 per cent say their pet helps to relieve stress and worry. As any pet owner knows, many factors can disrupt a pet’s routine, such as rolling back the clocks for daylight savings, a move, or even a visit away from home. With a focus on supporting and educating Canadians as they navigate the increase in anxiety due to separation that return to work may bring for both employees and pets, Royal Canin aims to provide pet owners with guidance on how best to transition through the power of routine.

Support from pets goes well beyond COVID-19, with many pet owners saying their pets help them manage their work or school stress. Not only does leaving pets at home mean no longer having them in the same physical space together, but 48 per cent say they are more capable of managing their stress levels working or studying with their pet near them. As more businesses begin to welcome back employees to the physical workplace, pet owners are understandably concerned about how their new work routine will affect their mental health as well as the wellbeing of their furry friends.

While a change in routine can be difficult on pets and pet owners alike, ensuring pets are comfortable alone before the owner leaves for the office is an essential part of establishing a healthy routine. Canadian Veterinarian and Specialist in Animal Behaviour, Dr. Colleen Wilson, Diplomate of the American College of Veterinary Behaviorists, shares tips and tricks to help owners transition their pet.

“When owners teach their pet a positive association with their departures, it is the start to a positive association emotionally with their absence. Like people, pets like routine and routine departures communicate to the pet “when my owner leaves, it isn’t a big deal.” We want our pets to know they can cope with the owner’s absence and starting this new association slowly, builds a strong foundation for success,” says Dr. Colleen Wilson, Diplomate of the American College of Veterinary Behaviorists.

How best to establish a successful return to work transition for your pet:

Before returning to work, find out if your pet is experiencing separation anxiety and if so, to what degree. If an owner determines their pet is anxious when alone, they can set up a routine and use the following strategies to help reduce anxiety with departures. This contributes to a positive transition back to the office, whether back to a hybrid or full-time model.

Tip 1: To confirm if your pet is suffering from separation anxiety, audio or video record the pet when alone in the home. This set up can be placed anywhere the owner will be able to hear and/or see their pet.

Tip 2: If you’ve noticed typical anxiety related behaviours such as excessive salivation, vocalization, destructive behaviours and/or elimination only when alone, it’s time to help your pet feel better by starting “independence training.” Begin by establishing what treat or food puzzle toy leads the pet to focus its attention on it for about 15-20 minutes.

Tip 3: Once established, the owner can start moving around the room, monitoring the pet for continued focus on the treat/food. Gradually, progressing slowly, the owner can leave the room for a few seconds to minutes, all the while the animal is feeling good, focused on their food toy/treat.

Tip 4: During this initial conditioning to “feel good” in the owner’s absence, an owner always returns to the pet while they are focused on the food/treat. Because the animal is experiencing a positive emotional state in the owner’s absence, this can communicate: “Don’t worry, I am coming back” and makes comings and goings un-eventful. This contributes to a healthy transition for a return-to-work schedule, either full time or part of the time because the routine for departure is always sending this same message.

Tip 5: Attempts to teach independence at a faster pace (e.g., walking to the nearby mailbox or running a quick errand), without ensuring the pet is relaxed and feeling good in the owner’s absence, can lead to “sensitization.” This means the animal is easily triggered to feel anxious whenever the owner leaves. If attempts at independence training are not successful, then it is time to consult with your veterinarian or veterinary behaviourist to discuss other treatment options.

SOURCE Royal Canin

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Gen Z differs from other generations on hours worked and returning to the office – but all agree on stress levels

Many Canadian remote workers (44%) reported working longer hours compared to pre-pandemic times, but Gen Z remote workers (under 25 years old) have been the least likely of all generations to clock extra hours (31%). Millennial remote workers (those aged 26 to 40), on the other hand, were the most likely to report an increase in the hours of work, with nearly half (48%) reporting they are putting in more hours compared to pre-pandemic times.

When it comes to the prospect of returning to the office, the survey revealed that Gen Z remote workers are the most excited (36%) to return to the physical office, followed closely by Millennial remote workers (34%). This excitement seemed to taper off with age, with only 29 per cent of Gen X (aged 41 to 55) and 26 per cent of Baby Boomers (aged 56+) looking forward to returning to the office. Gen Z workers were also more likely (34%) to note incentives offered by employers, which could be further motivating them to return to the workplace. These include transit subsidies, a flexible schedule, free parking, and additional compensation – all of which Gen Z workers were significantly more likely to say are being offered by their organization, when compared to respondents from other generations.

One area that all generations seemed to agree upon was stress, with around four-in-ten of respondents across all age groups noting an increase in stress levels as a result of the pandemic.

“This data clearly demonstrates each generation experiences remote work differently. While stress is a common thread, younger employees show more interest in returning to the office, suggesting that they likely value face-to-face interaction and may even believe working remotely may hinder their career development, while others, in more established roles, may be thriving with remote work”, said Megha Makam, Senior Human Resources Business Advisor at ADP Canada. “It’s important to identify these generational differences and open the conversation with each employee’s experience when developing supportive programs or initiatives.”

Employee support: from flexible schedules to mental health and wellness initiatives

To support remote workers across age groups, many Canadian organizations have introduced new initiatives throughout the pandemic.

Modified schedules appear to be one of the most commonly introduced support methods across generations. When it came to fulfilling personal responsibilities during work hours, Baby Boomer remote workers were the most likely (75%) to say their employers let them work a modified schedule whenever they need to take care of personal matters, followed closely by 72 per cent of Gen X and Millennial remote workers.

Mental health and wellness support was also commonly noted among Millennials and Gen X remote workers, with nearly half (48%) of both generations saying their employers have introduced initiatives in this area during COVID-19. Gen Z remote workers, however, did not share this sentiment, with 65 per cent reporting their workplace did not introduce such initiatives during the pandemic or they were not aware of them if they did.

“So much has changed in the past year – including the way we work and the way we interact with each other,” added Makam. “The survey findings support a call to action for employers to adjust how we communicate with and support each generation of the workforce.  A blanket approach simply does not work when it comes to navigating remote work.”

SOURCE ADP Canada Co.

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