THE RAPID SPREAD of the omicron variant, just as the coronavirus seemed to be receding into the rear-view mirror, has put much of the global return to the office on hold.

And as companies across the country back-peddle on their return to work plans, employees are left in limbo wondering what will happen next.

The string of events has officially turned return-to-office plans into “The Great Wait,” and the inundation of delay announcements is a reminder, almost two years into the coronavirus pandemic, the future of the workplace is as uncertain as ever — and many employers are spending a lot of money to figure out what to do next.

Uncertainties around the risks of the omicron variant could make it “impossible for employers to set a new return date with any type of confidence,” says Bradford S. Bell, a Cornell professor in strategic human resources. 

Indeed, many companies have already experienced failed attempts at bringing people back to offices during the pandemic.

“When they made the option available, relatively few employees actually started coming back into the office, and those that did soon headed back home because there was little reason to work in a largely empty office,” Bell says. “Companies want to make sure that when they pull the trigger again on [return-to-office] that they can entice a critical mass of employees to return and can sustain the engagement over time.”

The tight labor market, where employers across many sectors are desperate to hire workers, could also complicate return plans, Bell says.

Employers have to be wary of pulling a “bait and switch” on people they’re trying to hire now. Hiring employees under the expectation they can work flexibly, only to decide later on that everyone must return to office full-time, will lead to another wave of attrition.

“Companies should be upfront with candidates about their long-term vision for the future of work,” Bell says.

REAL ESTATE

Real estate goes meta

If London housing prices have you down, why not buy a place in the Metaverse instead?

IF ONE OUT-OF-CONTROL real estate market wasn’t enough for you (or maybe you’ve had enough of watching it drift away) there’s some good news: there’s plenty of land available in the, uh, Metaverse, the theoretically existing virtual universe concept teased by Facebook’s Mark Zuckerberg this year.

The Metaverse — a 3D virtual world that, at best, sort of exists, and where tech companies hope we will all one day play, work and learn in some fashion — now has real estate for sale, and it’s as hot, if not hotter, than any Southwestern Ontario market. PwC owns virtual land there, as does Snoop Dogg (he’s creating the Snoopverse there) and a guy who dropped half a million in real currency to virtually live next to him.

Does this sound insane? Maybe. But it’s certainly happening, and it has crypto enthusiasts excited at the prospect of making a pretty penny there.

Speculating on virtual land could bring in significant ROI, and many artists are enthusiastic about having a space where they have more control over their work. And corporations, like Nike and Microsoft who both have indicated plans for their own presence in the Metaverse, are driving much of this.

So, whether or not any of this makes sense to you, there’s a good chance some of your favourite brands are headed there as you read this.

CAREERS

Why ‘rage quitting’ is all the rage

Walking out of a job in anger can seem extreme — but there are often powerful motivations for doing it

MORE AND MORE workers, fed up with working conditions or their hassle of a manager, are quitting in dramatic, fiery and angry fashion — a trend that experts say reflects poorly on the state of employment.

One of the most common reasons, they say, is poor management: workers are more likely to blow up and fly the coop when working under a manager who harasses them or enforces unreasonable work conditions. Others are rage quitting over safety or health issues.

The answer to the ‘why now?’ question is pretty obvious: Covid has exhausted many workers in low-paid, essential jobs who are, simply, at the end of their rope. Another small indignity that might have been endured in 2019 could be the deal-breaker in 2022; a tight labour market also makes it easier to leave and find another job.

As you might expect, rage quitting is perhaps the most absolute way to quit. Ties are severed, bridges burned. Good chance you’re not getting a reference. Career experts say there are some instances where it might be warranted, at least. Where there’s a toxic work culture, or misconduct, an explosive resignation could bring simmering issues to the fore.

For the worker, it might also be a convenient and clean break from a workplace that is posing safety issues, Covid-related and otherwise. But if you’re planning a rage quit, it’s worth thinking it through, too: Experts advise a thorough emotional check before giving in to the desire to suddenly throw in the towel.

If an employee does rage quit, this should be a wake-up call to the employer. For organizations looking to better their retention rate, it helps to be proactive with weekly check-ins and stress-reducing perks, and to pay more attention to ‘pre-quitting behaviours’, for instance by implementing stay interviews with existing employees (and not just exit interviews with departing employees).

CONSUMERISM

You want fries with that shirt?

Your favourite fast-food chain probably has a clothing line now. What gives?

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