Thriving in disruption — how to make the most of change
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Make hay while the sun shines. Strike while the iron’s hot. Seize the day.

When life gives you lemons…

Okay, enough metaphors, you get the picture. 

The last couple of years have been all about disruption to the way we live, work, play and plan. A lot of it was a shock to the system, but depending on where you stand, it’s not necessarily all doom and gloom.

For skilled recruits and companies riding the digital and tech services industry boom, you might have just had the most fruitful two years of your lives. It was less about disruption and more about opportunity. 

But it’s all about to change again. With vaccination targets already met or on the verge of being met across the country, it’s time to consider what’s around the corner as a semblance of certainty creeps back into our lives.

As we emerge from this disruption, the reality is we’ll be faced with a different looking world full of both opportunities and challenges. Here are my key takeaways that recruits and employers alike should keep an eye on.

Remote possibilities

Flexibility isn’t going anywhere. According to a recent study by McKinsey, they found that 20 to 25 percent of workforces in advanced economies like Australia could continue to work from home between three and five days a week. And for digital specialists, that number would almost certainly be higher.

A mix of productivity increases from remote working coupled with advancements in AI and available technologies means that a permanent transition is already well underway. 

So if you’ve become comfortable with working remotely, the good news is that you can pretty safely get used to it. But for those who prefer the buzz of a physical team environment, all indicators point to the option of still being there to work in the office if it suits your style or role.

Contract vs permanent 

With closed borders and a booming digital landscape, skilled recruits have enjoyed the pick of the jobs and all of the contract negotiation power lately.

However, with international travel floodgates due to open up again soon, competition will undoubtedly follow. So, if you’re a skilled recruit, should you consider contracting or pushing for a permanent role while the landscape is still favourable?

On the pro-contract side, I often see skilled recruits make 25-30% more than their permanent counterparts and they have more autonomy when it comes to selecting projects, companies and technology to work with. 

On the permanent side, you have the benefits like paid leave, less stakeholder management, on the job upskilling, and more certainty around notice periods.

There’s no right or wrong answer here obviously, so consider what works best for your situation.

Take a break if you can

And most importantly, don’t forget to take care of yourself. 

While physical contact hours are down and many of us have spent more time at home than we ever would have thought was possible only a year or so ago, it’s not the same as stepping away from work completely. Burnout can still affect anyone.

In fact, a recent large study of 1.75 million people recorded a 33% jump in employee burnout signals in 2021 alone. It’s backed up by a startling survey from Microsoft that found 40% of the entire global workforce is considering quitting their jobs this year. 

So, if you’ve worked it into your contract, don’t overlook making plans to take your annual leave when you can. If annual leave isn’t available to you, think about how you can still take the time to pursue what matters to you outside of your job.

After all, even if you’ve come out the last couple of years unscathed, it’s never a bad idea to recharge and refocus so we can keep rolling with whatever life throws our way next.

~ Garth Kharitou