| Abstract [eng] |
Although the pandemic only started in 2019. and it has brought a lot of uncertainty to the whole world, but it is still not clear how employers should control their employees who work from home and who work from workplaces, as well as which work organization model to choose that best suits their organization. How to manage the same employees so that their work performance does not suffer and employees are satisfied and do not decide to look for another employer, precisely because they have been brought back to work in the workplace. Although the pandemic has caused many challenges for both employees and employers, it has also brought pluses, such as reduced travel time to/from work, which employees can use for family or recreation, greater job satisfaction, the ability to combine work and personal life, working hours, an opportunity for employers to attract the desired highly qualified employees from all over the world who will be able to work remotely. Subject of the study: factors that encourage workers to return to the workplace after the COVID-19 pandemic. The goal of the project: to reveal the factors that encourage employees to return to their workplaces after the COVID-19 pandemic. It was chosen to conduct a qualitative research through interviews. In order to find out the common factors motivating both parties, the research results of both groups of informants were compared, i.e. administrative workers who started working remotely during the pandemic and were returned to work after the pandemic and human resources specialists to find out the factors that encouraged employees to return to work. The results of the study showed that the factors that encourage employees to return to work from the perspectives of employees and human resource management specialists differ. The return of employees to offices was influenced by communication from the direct manager and the employer himself. Organizations that communicated clearly about what would happen post-pandemic, what kind of work model employees would work in, and whether they would have jobs at all, and also kept in touch with employees, had an easier time getting employees back to work than those that simply made the decision but without finding out the opinion of the employees, they returned them to work at their workplaces. It is important for employees to feel important to their employer, and it is important for them that the employer asks for their opinion. Both employers and employees indicated that workers were returned to their workplaces due to easier control at work. As a result of employees receiving much faster and easier support from colleagues and managers in the workplace, their productivity levels increase, which benefits not only the employers themselves, but also the employees, as it reduces stress levels. Employees wanted to return to their workplaces because they lacked communication not only about work matters with colleagues, but also the same communication over a cup of coffee. It was also important for colleagues to feel part of a team, which is easier to do when you are in the office. The desire to be part of a team encouraged returning to workplaces more. The main factors that most encouraged the return of employees to their workplaces, both from the perspective of employees and from the perspective of human resources specialists, are clear and regular communication, missing colleagues, lack of socialization, communication with colleagues not only about work issues, but also about personal issues. cups of coffee and faster responses at work - higher productivity levels. |
