^Employers who have grown accustomed to flexible employment arrangements may soon face an unpleasant surprise.

On LinkedIn's behalf, a study by YouGov surveyed nearly 3,000 executives from organizations with at least 1,000 employees and at least £250 million in revenue ($288.5 million).

According to these statistics, remote job postings are declining. In India, for example, the number of remote job postings decreased by five percentage points since April, when they peaked at 20% of all job postings.

While this is still a good deal higher than pre-pandemic averages of 2%, it is still a stark contrast to what workers would like to see.

"Flexibility is an essential component of a successful work environment, enabling employees to find a balance between their professional and personal lives." - Stuart W. Crabb

Workplace flexibility is ranked as one of the most important objectives for workers after remuneration, alongside work-life balance, skills development, and compensation.

Even though the number of jobs requiring remote work has decreased in the United States, these advertisements still garner more than half of all applicants as of September.

Data shows that remote employment accounts for 14.6% of employment possibilities globally but receives 20.2% of application submissions. The number of remote jobs in India is 11.3%, while the number of resumes is 20.3%.

Remote Job Posts vs. Applications, September 2022

Why are businesses cutting back?

LinkedIn polled its users about remote employment options and found that the trend towards remote employment was correlated with the current economic environment.

As part of a survey of executives, they were asked if the Coronavirus outbreak would force their companies to adopt more flexible working practices. In response to this question, more than 68% of executives said yes.

The current economic uncertainty has resulted in corporations in all parts of the world freezing their recruitment efforts. As a result, business leaders are under tremendous pressure to reduce costs and increase efficiency to pursue these goals.

‍Trends in workforce confidence

In the absence of an epidemic leading to a move toward flexible working and corporate wellness programs to help workers, the balance of power is now in the hands of employers.

This report also found that the current economic uncertainty adversely affects other employee benefits. In other words, 70% of CEOs agreed that skill development might need to be emphasized less in the future, and 75% said that employee well-being would likely receive less attention.

The survival of businesses depends on their ability to adapt to changing conditions. Some companies might think they can save money by reducing benefits like flexible scheduling, but they could suffer long-term consequences.

In companies that lag behind in adopting flexible and remote working, employees risk becoming demotivated and leaving for rivals who offer more attractive options. In order to survive, businesses will have to be more adaptable.

Businesses are beginning to offer a broader range of perks as a way to keep and attract workers—many still recovering from the Great Resignation. There have even been some employers who have adopted a four-day workweek.

We at TheWellnessTribe believe that businesses must be able to adapt and be flexible in order to succeed in the future.

In the long run, the winners will be those who recognize this as an opportunity, adapt and iterate, and explore new working methods.

^What does it mean to be resilient in the workplace? Why is it important to be resilient at work? How can you boost employee resilience? The following article will provide you with all the information you need.

The last three years have seen organisations and employees become more flexible and adaptive. However, the epidemic has caused many people to feel more stressed and worried because of the changing workplace dynamics and widespread remote work.

The way individuals respond to change has a significant impact on their personal and professional lives. Therefore, organisations should prioritise employee wellness initiatives that assist their employees in developing a resilient mindset.

Resilience in the Workplace: What Does It Mean?

As organisations evolve, everyone must adapt to changes and difficulties. Resilience should therefore be one of the top strategic objectives. People capable of adjusting to changes and staying productive will be better equipped to meet the organisation's needs.

Regardless of employee loyalty, health issues, current events, or personal obstacles will always affect them. In addition, employee wellbeing is affected by changes at work, such as new technologies and interpersonal conflicts. Therefore, employers must show compassion and support to assist their employees in coping with stress and overwhelm.

Here are few tips to build resilience in the workplace.

Identify Employee Workloads

Employees being given too many tasks can lead to stress and worry. Therefore, managers and supervisors should keep an eye on their employees' workload. 

Employees can prioritise their activities based on deadlines and expectations using project management tools that provide an overview of what each team member is working on. Additionally, learning time management skills will help people avoid being overwhelmed and respond effectively to new challenges.

Develop a Culture of Compassion

An organisation can cultivate a culture of compassion for its employees and others, and the results will always be worth it. Developing strong work connections and increasing collaboration between coworkers fosters employee engagement and performance while decreasing turnover.

The company will benefit from building workplace resilience in today's rapidly changing business climate. Assess your organisation's resilience and health at work. 

Promote Mindfulness Exercises

Individual resilience is a personal trait. Mindfulness is one mental training technique that can be quite beneficial as it helps a person improve their ability to see their surroundings because how they think significantly impacts how they perceive their surroundings.

Mindfulness training enhances cognitive flexibility, which helps people perform better at work. Empathy, compassion, and emotional intelligence can all be enhanced by mindfulness activities. These characteristics lower employee stress, stimulate employee creativity and engagement and foster resiliency, all of which can help organisations perform better.

Set a Good Example.

Strong leaders who can exhibit resilience to their employees may benefit from a workplace that supports resilience. An employee who regularly sees this attribute may benefit from this good example. Consequently, individuals may feel more driven to improve their workplace resilience. 

You may display great leadership abilities and resilience while leading or working with others by creating workplace objectives, tackling problems confidently, and managing stress constructively.

Consider Resilience Training.

Offering resilience training in the workplace through an employee wellness program can educate you and your team on how to manage stress healthily, tackle obstacles professionally, and return to work after a difficult period. 

Look for expert speakers who can inspire and educate your team about resilience, or have your colleagues and team members prepare presentations on how they employ this talent at work. Make sure to highlight the resilience, its importance at work, and how team members may develop it throughout the training.

Identify Your Employees’ Needs.

When managers recognise their team members' needs and challenges, they can assist them in developing resilience. It is important to learn about these experiences because resilience aims to help people overcome adversity. 

Managers can help their employees overcome barriers, distractions, or difficulties when they're aware of them. Ask your workers about their problems in questionnaires, and you'll better understand their needs. By gathering the essential facts, you can begin developing strategies for building resilience within the team and maintaining a healthy work environment.

Identify and Accept Flaws.

It is possible for managers to help their teams recognise and accept mistakes and challenges in the workplace by admitting shortcomings. As a result of this strategy, workers may be able to develop resilience during times of difficulty. 

Employees can be motivated by their dissatisfaction when managers encourage them to learn from their mistakes. It allows people to learn from their failures and grow so they can succeed in the future. Self-resilience can also be developed in the workplace through employee wellness initiative.

Incentivise Volunteers

People are able to stretch themselves and reach beyond their comfort zones by volunteering at work. In order to build resilience, individuals might take on new initiatives or jobs that are challenging. 

Managers and team leaders may be more willing to encourage employees to take advantage of changes when they offer incentives. It may be appropriate for managers to give volunteers an extra day of paid time off so they can take charge of a project and create a schedule.