The work-life balance has changed dramatically during quarantine and coronation compared to normal days. Working parents also have to deal with their children’s virtual classes during work videoconferencing. Many parents are required to work full-time due to the current situation, and taking care of their children’s needs and housework has been added to all the occupations of this period; Therefore, work conferences are sometimes scheduled and held outside of office hours to further focus and avoid disturbing children.
The spread of the coronavirus and the need to stay home has put work and life under one roof in many families. During this time, all employees try to manage their work responsibilities and household chores properly. Undoubtedly, coronations and crises like them bring about many lasting changes in people’s lifestyles, work and beliefs. One of the misconceptions that can be hoped to change is that working 24 hours a day, 7 days a week is the most rewarding way for everyone.
Change the concept of the ideal employee
The ideal employee has long had a clear definition, and organizations have been founded on this: The ideal employee is someone who is fully committed and available 24 hours a day, all 365 days of their service years. This definition is an unrealistic paradigm that makes a person’s full-time presence and accountability possible. Given that most families today employ one or both parents, it is not possible to work from home on a regular basis when schools and kindergartens are closed.
The salary that employees of different jobs receive for ideal performance is not commensurate. For example, employees in hourly wages in specialties such as economics, payroll, and consulting, who typically work about 80 to 100 hours a week, are paid more than employees who work 40 hours a week. To better understand this issue, it is enough to compare the right to an hourly consultation of a lawyer with the hourly salary of an ordinary employee; Also keep in mind that a lawyer usually has more working hours per week than an office worker!
Employers’ negative view of job flexibility
Having flexible working hours can sometimes be costly. Employees who leave work for a period of time or work part-time are usually unable to regain their true professional status and pay. Studies show that when employees insist on reducing the number of work missions or part-time work and having flexible working hours, the employer underestimates their performance and the likelihood of promotion is greatly reduced. Sometimes even requesting flexible working hours is considered a weakness of the profession.
Different conditions of female employees
It is far from fair to expect an employee to be an ideal employee (by traditional definition), a working mother who spends more time taking care of the house and caring for children than the father of the family. Male employees, on the other hand, tend to be more honest than female employees, while female employees are usually more honest and clearly articulate their inability to meet employer expectations by demanding flexible working hours. Some organizations do not accept such requests and changes. This creates the belief that women do not have the power to work outside the home and therefore leave work; But the fact is that in such cases, it is the organization that forces its employees to leave their jobs.
Difficult conditions for low-income workers and employees
In the world of laptops, cell phones, and videoconferencing, many of the intellectual and analytical tasks of employees of knowledge-based companies can be performed at home. The opposite of these employees are low-income workers whose physical presence at work is essential. These workers do not have much job security and job flexibility has no place in their jobs; In addition, the income of this group is much lower than the income of employees. But the interesting thing is that these workers are expected to be more responsible than high-paid employees. In times of Corona crisis, many salespeople, couriers and warehouse workers are forced to be ideal employees, while they themselves are at risk of illness and their families have no support.
The Impact of Corona Crisis on Employers’ Attitudes
So far, there have been many requests to review some common work practices, such as working 8 hours a day or requesting more family time. Now is the time for organizations to reconsider some customary laws (which do not need to be enforced) and put them aside.
Managers have the opportunity to measure the quality of work instead of quantity. They can prefer a creative idea after an evening walk to the number of hours an employee works. Managers should be rewarded with better performance, not faster performance. In the new job system, a productive working day is more valuable than a long working day.
During the outbreak of the epidemic, employers find that if employees are not comfortable with their responsibilities in life, they will not perform well. Will this view remain strong after quarantine? Families need more freedom to coordinate work and family affairs. If the post-Crown job system adapts and improves to the performance of ordinary people instead of the far-fetched “ideal employee” model, we will have healthier employees and more productive organizations.