PwC director on RTO mandates: ‘We don’t feel like we need to’

Of the employees who declined their final job provide, 45% mentioned flexibility or work-life stability was the principle issue that led to their rejecting the provide, in accordance with latest knowledge from Gusto, a San Francisco-based HR tech agency. Additionally, 48% of staff mentioned that the power to work at home some or the entire time can be a serious or an important consider figuring out whether or not to just accept a job provide sooner or later.

Despite the “RTO” push, some employers are relying upon the info to affect their scheduling selections. For instance, PricewaterhouseCoopers (PwC) refuses to mandate its workers return to the workplace.

“We don’t feel like we need to,” Kimberly Jones, PwC U.S. managing director, expertise technique and folks expertise chief, informed HRD. “We’re being conscious of what our individuals inform us they need and need. These final couple years, we’ve found that we could be productive and serve our shoppers very effectively with out forcing individuals to be in workplaces.”

Last yr, PwC turned the primary skilled companies agency to introduce full-time digital roles to all 40,000 of its shopper service professionals. (Since that announcement, Jones says job purposes to PwC have elevated by 20%.) The London-based firm, which additionally has workplaces in Los Angeles, Irvine, Sacramento, San Francisco, San Diego and San Jose, says it would proceed to permit workers to be in-person or to decide in to digital and hybrid roles. As a part of the versatile preparations, PwC additionally gives part-time schedules, compressed workweeks and even leaves of absence (as much as six months) the place workers obtain 20% of their pay.

Jones credit the corporate’s complete listening technique, which consists of world surveys, workers discussions, focus teams and a “individuals expertise lab,” for uplifting these advantages. Additionally, PwC has created a brand new position – director of hybrid work technique – to remain in contact with workers as their wants change and evolve.

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