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Pandemic Forces Executives to Adapt to Changing Workforces

Paul Korzeniowski's picture
B2B Content producer, Self-employed

Paul is a seasoned (basically old) freelance B2B content producer. Through the years, he has written more than 10,000 items (blogs, news stories, white papers, case studies, press releases and...

  • Member since 2011
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  • Apr 23, 2021
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At one time, energy companies relied on a large army of full time workers to run their operations. Gradually, they became less rigid and in came flex hour, part time, and outsourced workers. The pandemic accelerated such arrangements, so utilities need to adapt.

The pandemic, and its social distancing rules, forced energy providers to quickly offer employees flexible work arrangements, which have proven to be quite popular among employees and executives. In fact, 74% of CFOs intend to increase remote work after the outbreak, according to a Gartner Inc. survey. In addition, close to half (48%) of businesses plan to offer part time work, up from 30% pre-pandemic.

Finances play a role. Utilities, like other industries, are under pressure to reduce costs. Consequently, 32% of organizations are replacing full time employees with contingent workers as a cost-saving measure, according to Gartner.

A Different Model

Such measures offer potential benefits but also present companies with challenges. Motivation and managing such employees differs from traditional full time workers. In addition, new management layers are added to the organization chart, and reporting lines need to be clarified because more parties are involved.

The pandemic changed the composition of utility workforces. The traditional full time modality is being replaced with flexible alternatives, forcing management to adjust as well.

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