Abstract
The world is currently experiencing a rude awakening because of the COVID-19 pandemic and in a matter of months businesses averse to trust the benefits of remote working have been compelled to adapt. This advantage has enabled many Human Resource (HR) Professionals to revisit the dreaded topic of flexible working, as the new normal has shown that it is not where you work but the work you produce that matters.
Ironically, the age-old question of work-life balance surfaces as individuals search for the purpose of life as the pandemic brings everyone to their knees and philosophically people question what exactly is this balance. For HR Professionals this question is not personal but a matter of their profession in providing companies with a wider lens to understand that in order to remain competitive they need to adapt to change. One of the ways is to develop an open mindset and flexibility to revise their policies on types of flexible working, which offers work-life balance and positively impacts their ability to retain and attract highly skilled talent. This article examines the concept of Digital Nomadism as one of the radical yet realistic ways to achieve work-life balance.
Digital Nomadism puts a new spin on work arrangements and is a movement of highly mobile workers who dictate where they work, how they adapt to the demands of work to suit their lifestyle and find balance; with digital technologies. The concept has been around since 2014, the history of nomadism even longer but what is new, and why this subject adds value is the ingenuity of technology, how it makes this way of working a reality and the increasing numbers of digital nomads. The research suggests that approximately several hundred thousand of digital nomads exist throughout the world and numbers continues to rise due to globalization and the need for talent to be flexible with their lifestyles and work.
Interestingly, while many companies are convinced of the technological disruptors and how it changes the face of work from a technical perspective, the flexibility of work patterns remains a hard sell in some cases. Consequently, recruiting for talent, employment contracts and the way work is organized, remains the same and lacks flexibility. This limits the opportunity to remain competitive, retain or attract top talent and drive innovation at all angles of the business. This paper will confirm whether the solution to work-life balance is the notion of digital nomadism, detailing how it works, its benefits and issues, with the intention to offer an option to forward thinking companies, reasons to adapt their flexible working policies.
How have women health care adjusted their approach to work-life balance as the world adapts to the “new normal ?
