May 2022: EVP and Mitigating Risk in The Hybrid and WFH World

The recent abrupt evolution of the “Employee Value Proposition” and “How Work Gets Done” have catalyzed employers into rethinking their Workscape as the logical next step after Return To Work projects.  For the vast majority of employers, this extends beyond the physical, as it’s about comfort, safety and productivity.

Simultaneously, what’s been named The Great Resignation has now, after much more data and review, been renamed by experts as The Great Reshuffle as dissatisfied knowledge workers jettison from their current employer to a new one.

Simply said, the Employee Value Proposition is “your promise made as an employer and actually delivered to your employees in return for their service and commitment”.  Central within your Employee Value Proposition is providing a comfortable, safe and low risk work experience for your knowledge workers.  

Managing employee wellbeing, comfort, health and safety has become more important than ever in 2022 for many reasons, not the least of which is because they are very personal integral components of your Employee Value Proposition. Unnecessary preventable discomfort, stress, fatigue and potential injury are all very negative employee life experiences.  Further, these negative life experiences are pre-injury experiences, and left unabated they severely erode the Employee Value Proposition every day.

Distinct Ergonomic Challenges Among The Groups:  Office, Hybrid and WFH

There are a number of clearly understood challenges facing each of the three groups of employees. Just one of the subtle challenges includes how Hybrid employees (working some days in their employer’s offices and the other days remotely at home) will most often be sharing office workstations on alternating days with other people.

If all people had identical anthropometrics (body dimensions) then you could simply position the furniture and equipment once and it would serve everyone equally – however people are not identical in size and dimensions.

Different from WFH scenarios, in traditional facility-based offices, employers have control of the furniture and equipment.  In your employees’ homes, however, we see employees working in an infinite variety of well-meant yet high-risk improvised ways.


How many significant risks can you spot in this photo of a person working from home?  Unless you’re going to visit her home in person or virtually, how can she learn to identify issues and resolve them on her own?

Consider this person in the foreground working at her employer’s office in shared workspaces.  How will she remember to best position her furniture and equipment for her anthropometrics each time she starts an “at office” day?  Is it any different than two people sharing one car where each time they get into that car to drive they take a brief moment and adjust the seat, mirrors, seatbelt, etc… for a comfortable and safe journey?

Identify and Resolve Ergonomic Challenges Among Office, Hybrid and WFH

Fortunately, employers can leverage technology and, in effect, “be everywhere they need to be at the same time” thus turning on the lights and, in effect, identifying remote risks and helping employees to improve and make better health decisions.

Employers can leverage ErgoSuite to assess, train, improve and coach employees so they can learn to correctly position the furniture, equipment “and themselves” as a part of new improved more healthful behaviors.  Add microbreaks, stretching and movement and now you’ve achieved a highly improved and managed state through one very inexpensive and very easy to implement step of continuous improvement.

You know your employees.  ErgoSuite knows your employees’ ergonomics through helping them to be more comfortable, more productive, fatigue at a slower rate and reduce their risk factors for discomfort and eventual injury.  

With ErgoSuite it’s easy to measure risk, identify risk and know “exactly where your organization stands” at any time based on your live data:

Perhaps you will be asked to track your program status?  With one button click, you can display your program’s status (or tell ErgoSuite to automatically email you status reports on any scheduled basis (choose among ErgoSuite’s many chart styles/motifs for your own preferences):

Perhaps you would like to track your program status by Departments, Business Areas, Business Units or by Locations or by Countries or by Job Types – or by any other grouping you can imagine?  

Are you interested in reporting on and analyzing Risk or Stress Within Your Organization or anything else regarding the wellbeing of your employees and the wellbeing of your organization? 

In fact, you can easily track and report on your status using any of the 400+ Ergonomic Risk Factors within ErgoSuite for your employees within seconds or have ErgoSuite email you status reports on any schedule you require.

Hybridization – Continuous Improvement & Operational Resilience

Employers can leverage the lessons of the pandemic’s forced abrupt changes, take decisive strategic action and become leaner and stronger by engineering higher organizational resilience through supporting a higher percentage of telecommuting within their workforce ahead of a next pandemic or future new wave of the current pandemic.  All of this does not need to incur higher risks and can be done strengthening your Employee Value Proposition.

To achieve higher Employee Value Proposition and higher organizational resilience in the post-pandemic world, it is not required to “have all knowledge worker employees telecommuting full time”.  

Instead, forward-thinking companies who have most, perhaps even all, of their knowledge worker employees telecommuting even just two or three days every week will be in a well-engineered and highly-competitive position to pivot more quickly in a crisis, mitigate much operational disruption in a crisis and attain this strategic business-continuity strength.

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