The Managing Director of profawo Switzerland, Sandra Gurtner-Oesch, in an interview on the subject of “Redefining the idea of combining family and work”. She is convinced that the concept will take on a whole new meaning for employees and employers after the pandemic.
Are you on the “working from home” team or the “in the office” team? And why?
I am in the “it’s all about having a good mixture” team. I like working quietly with top concentration levels at home, the ultra-short commute, and using my lunch break to do the laundry. But I am just as happy with the personal, informal exchange in the office, the vitality and the long commute. I’ve been working in this mix for years now and wouldn’t miss it for the world.
How do you yourself define “compatibility” in the context?
For me compatibility is the possibility to juggle everything and to be able to be in the here and now. Entirely, without any distraction. To be 100% focused on my job without having to have one ear listening to what’s going on in the next room because the kids are playing there. Or alternatively to be 100% mum, without constantly having to look at my mobile or do something else. For me, compatibility means living up to my expectations of myself, at work and with my family.
To what extent do you think COVID-19 has redefined this?
Many employees no longer want to miss out on the flexibility they have experienced and the experience they have gained from remote work and working from home. It is not only parents and family carers who have benefited from the new possibilities of compatibility. A large share of the workforce appreciates this flexibility with work, free time, further education, social or political commitment, and no longer wants to return to rigid structures.
What exactly has changed?
We’re talking about parents who have shorter commutes thanks to working at home, whose children are in daily childcare. But we are also talking about employees who look after sick relatives alongside their work and who, thanks to the technical possibilities, can now organise their day in a more relaxed way or can even set up a home office at their mother’s place, for example. But we are basically talking about all employees in Switzerland who used to travel to work every day before COVID-19. This commute time that they are now being given back – and that at times can represent several hours a day – can be put to better use.
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What opportunities does the change offer for employees?
Employees are set to have less organisational stress, more well-being, better focus and increased performance through the new possibilities. Basically more joy and motivation.
In particular, for mothers, fathers and family carers, who in the past have always attracted negative attention because of their high degree of flexibility, the new reality means being able to immerse themselves in normality, the mere idea of which ensures a state of calm, mentally.
What challenges does the change bring for employees?
Not all employees have extra commitments alongside their jobs, they are not all looking for more flexibility. There are single people who do not want to be on their own even more. It is important to know your own needs and to acknowledge them. Even if they may not be trendy at the moment.
What challenges are companies facing?
Currently, most companies are suffering from an acute lack of skilled workers. In terms of recruiting, but also retaining skilled workers, it is essential to face this new reality. A high proportion of employees want flexibility in terms of location and time. The compatibility of life and work is becoming increasingly important when choosing which company they want to work for. Employers who do not keep up with this run the risk of leaving the best talent to the competition.
What would you advise companies when it comes to combining family and work?
For employers, it is now a matter of firmly anchoring the idea of combining family and work in the corporate strategy and, where this has not yet been done, of starting work on the corporate culture. And taking the needs of the employees into consideration means offering flexibility, both in terms of time and location as well as in terms of workloads and models.
What role does profawo play in combining family and work?
For companies, we are an important recruitment argument, we help to minimise absences occurring due to caring responsibilities. We help to ensure that satisfied employees can really combine family and work and contribute to turning this satisfaction into loyalty.
We also support HR departments in staying up-to-date on the topic with specialist inputs.
In brief: we are your partner should you have any questions about combining family and work.
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