In the heart of downtown Winnipeg, a silent tug-of-war wages on. It’s a battle between tradition and innovation—the old ways of working and the newfound freedom of remote employment.
The struggle to find the right balance is playing out against the backdrop of a city eager to revitalize its downtown. Manitoba Premier Wab Kinew has been vocal about his desire to see more people return to Winnipeg’s downtown and has hinted that changes in that direction could be coming for employees in the province’s civil service.
Home vs. office
Yet, many employees are digging in their heels and embracing the benefits of remote work. As companies navigate the landscape, the pressure to return to offices looms large. It’s a dilemma facing countless professionals and businesses.
“Things have improved since the pandemic, but we are not back to 2019 levels and likely never will be, so we are looking at who makes up the customer base downtown,” says Kate Fenske, CEO of the Downtown Winnipeg BIZ. “While we hope to increase the number of residents downtown to diversify the customer base, employees are still an important part of the puzzle, especially short-term.”
According to the Biz’s 2023 year-end member survey, not enough workers downtown remains among the top three concerns for businesses regarding their current operations.
In 2016, only seven per cent of workers in Canada said they “usually” worked from home, according to Statistics Canada. By May 2021, that figure rose to 24.3 per cent, where it remained until early 2022. But as of November 2023, just 12.6 percent of the workforce aged 15 to 69 years old continued to work exclusively from home.
Meeting in the middle
One of the most significant changes in Canada has been the widespread adoption of hybrid work models, where employees split their hours between home and office. Data from StatCan shows that hybrid arrangements have more than tripled in the last two years.
Matt Erhard, managing partner at Summit Search Group, a recruitment firm in Winnipeg, says the hybrid model seems to yield the best results for Manitoba companies.
“I’ve found that a blend of two to three days in the office and the other two to three days offering flexibility, whether working from home or remotely, is the most popular with candidates,” he says. “In the past, candidates would often have questions about salary. But now, the hybrid piece is one of the top questions candidates ask about.”
Erhard adds that incorporating a hybrid approach during recruitment is vital to ensuring employers don’t miss out on potential candidates.
“If an employer wants somebody in-office, 40 hours a week, nine to five, with no flexibility, I would say we lose out on over 50 per cent of the candidates as soon as they learn about this requirement.”
Fenske says that flexibility has always been ingrained in the BIZ’s culture, predating the pandemic. However, the shift to hybrid work brings its own set of challenges for BIZ members, particularly in managing staffing levels and ensuring adequate supplies to meet demand.
“We know the value of face-to-face interactions and that our employees have lives outside of work,” she says. “We’ve heard from a number of folks that once they do get back downtown, they remember the value of being here. Being in the office can make it easier to mentor new and younger employees and help colleagues build strong social connections.”
More than just a desk
Wawanesa Mutual Insurance Company recently opened its new national headquarters in downtown Winnipeg. The building, located in True North Square, features 360,000 square feet of workspace.
“Our Winnipeg employees will be working at our new headquarters in a flexible hybrid model that balances in-office and remote work,” says Lisa Osachoff, Wawanesa’s senior vice president and chief people and culture officer. “Over the last 18 months, as more employees have chosen to work in the office, we’ve seen the benefits of more teams being together in person.”
Prior to the pandemic, a limited number of Wawanesa employees worked remotely but the vast majority worked in-office.
“We recognize that as a large employer, we have an opportunity to support our community and contribute to the overall wellbeing of Winnipeg’s downtown,” Osachoff says.
Erhard suggests employers shift away from enforcing in-office mandates and, instead, explore creative ways to entice employees back to the office.
“Create an environment where employees feel like they’re missing out if they choose to work from home,” he says. “They’ll probably work from the office more than you expect.”
