In the ‘new normal’, working from home, or from anywhere, has gotten considerably easier. Without the daily commute, hybrid workers can easily switch from the ‘bed to boardroom’ in a matter of minutes. But this convenience can come at a cost.

If not managed, the boundaries between employees’ work and personal lives can become increasingly blurred as employees feel they are toiling for longer hours than before, doing more work or attending more meetings, but for little to no additional recognition or benefit.

This has left some employees disengaged and others disenchanted, prompting them to reconsider the effort they’re putting in and eventually doing only what is contractually required of them.

This phenomenon, now better known as ‘quiet quitting’, reflects the long-term implications of ‘the new normal’ in the post-Covid era where hybrid working patterns are no longer an exception.

Companies can ill-afford to ignore this trend, particularly in the face of a looming recession where budgetary cuts could compound the challenge of implementing changes to the office.

Instead, companies need to reimagine the office with a people-first approach by finding ways to re-engage employees and deliver experiences that are otherwise not available remotely.

But before diving right into a revamp, taking time to learn and understand what employees really want out of the workplace experience is imperative.

Being aware of your people’s needs is key, and so the level of understanding begs another important question: Are you tracking the right metrics and measuring what’s really important?

Part of the reason why companies are sometimes off the mark understanding employees has been a reliance on conventional metrics, such as costs and space per person to measure the workplace experience. These metrics have now evolved.

Our latest Metrics that Matter report highlights the equal importance of measuring human experience and performance in the workplace. This would entail gathering data points and feedback on metrics such as employee engagement, indoor environment quality, and availability of workspace options, before implementing an action plan around it and conducting regular purpose checks.

For instance, collecting indoor environmental data such as noise levels will offer a good indication on how well the office environment meets employees’ preferences for a conducive workplace.

With the talent war intensifying, companies who wish to attract and retain top talent could consider measuring aspirational metrics such as workforce resiliency to gain a deeper view on employee preferences of the workplace.