The return uncertainty slows down the projects of internet friendly Italian workers, especially on holidays. Only 60% respond that they will go, or have already gone, on vacation, while the others are divided between those who are already sure they have to give up, and that is 21%, and those who do not yet know if they will be able to leave. Among the reasons for the renunciation are economic ones for one in two workers, while only one in five, 19%, say they want to give up due to concerns related to the pandemic. For those who will leave, Italy will be the undisputed destination: 83% of those interviewed say this during a survey promoted by illimity, the new generation bank founded by Corrado Passera, on a sample of 635 people between 18 and 65 years, very restricted therefore, but selected within a community that regularly frequents the networks or through social networks or to do their job. To achieve it, the Bank’s community basin “Go beyond the shape” and the social channels were used.
How will you work on your return?
At the origin of the uncertainty there is also the fact that on returning, in September, one out of 5 Italians still does not know how to work after the August break. Only 7% say they will work this way 100% from September, while 37% say they will return to work in full time attendance. The hybrid mode of working in the presence – smartworking will concern 36% of Italians, ie just over one in three of the interviewees. The evolution of the pandemic situation has somewhat slowed down bargaining on this issue, which is however strongly felt by the workers. However, research confirms that smartworking is a very welcome way of working: 73% would like to replicate it in the future and 40% think it will also be possible next summer.
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Enhanced summer smart working
This is also what happened in illimity where from the dialogue and listening with the workers it emerged that “for the summer period, after school, the tool would have been very welcome for the flexibility that allows you to move to work outside the city in the home of the family of origin or in the second home or in a larger rented house », explains the hr manager of the bank, Marco Russomando. The bank’s rules, within the framework defined in the national contract, have basically provided for 50% of work in person since last September and the rest remotely, with two “deviations”, as Russomando calls them. The first concerns the fact that in the regions, from the yellow zone onwards, we would always work in smart working, except for those who needed to go back to the office. From the yellow zone up, then in the white zone, 50% would be worked in the presence and the rest remotely, except for the cases of people worried about returning for health or family reasons. For the summer phase, however, the request emerged from below to be able to bring from 2 to 3 days remotely per week.
«With regard to smart working, greater flexibility at the company level would be useful – observes Russomando – even for transitional phases, as emerged from listening to our 700 illimiter. After the experiences made, today we can say that even psychologically, 100% remote work is not a sustainable way for too long. Beyond the difficulty in separating private life and work, always working mediated by a screen is not in our nature which is also expressed through sharing, co-creation and training side by side. I think finding the right balance is the best key to designing the present and the future, thinking about the real benefits of the different models and not by slogans ».
New approach to work
However, there are two themes that emerge strongly when analyzing people’s behavior. The first is corporate culture. “My experience tells me that having invested in a culture of dialogue and listening with men and women very different from each other in terms of origin and skills, but united by a common vision and values, was decisive in facing a long period in which we had to work physically far away, ”says Russomando. The second theme, on the other hand, is more general and concerns everyone: “Finally we can experience a new way of working in which people are evaluated on the basis of objectives and not on the basis of the hours they spend in the office, as it should be in the advanced tertiary sector of a country. really modern “.