Hybrid working has helped improve employee well-being, work-life balance, estonia cell phone database and productivity, but that's not all, and organizations can do more to create a better work environment and future.
Specifically, 61% of Cisco respondents believe that the quality of their work has improved significantly, while about the same number (60%) report improved productivity. Eight in ten employees (83.3%) said they have been able to learn more and develop their careers in the past two years, and three-quarters (76.4%) believe that their work can be done just as successfully remotely as it can be done in a traditional office setting.
In terms of well-being, hybrid and remote working received high praise in a Cisco survey that looked at five dimensions – mental, physical, financial, social and emotional. 77.9% of respondents reported an overall improvement in their well-being, with the majority saying that the ability to work from anywhere makes them happier, and more than half saying that hybrid working helps reduce stress.
Clearly, successfully implementing remote and hybrid work requires certain changes in corporate culture and mindset. The report concludes: “Investing in the right technologies and resources, as well as engaging employees in ongoing processes, is essential for managing and developing hybrid work resources.”
Microsoft
Microsoft, in collaboration with Edelman Data & Intelligence, surveyed 20,000 employees across 11 countries between July 7 and August 2, 2022. The study focused on leadership practices, arguing that in a post-pandemic world of remote and hybrid work, “positive business outcomes depend on positive people outcomes.”
when it comes to productivity is evident in their skewed perceptions. While the majority of employees say they are productive at work, only 12% of Microsoft 365 managers said their teams are as productive after the transition to hybrid work as they were before. This leads to “productivity imitation,” where employees try to prove they are doing their best work, and “productivity paranoia,” where leaders fear that their employees are not. The report suggests that the key to progress (and talent retention) is better feedback: Leaders should regularly ask their employees how they are doing and share what they are hearing and why, and how they are responding to certain issues.
Microsoft's second report focuses on the return to the office, noting that this issue is attractive for employees to socialize with colleagues and restore team bonds. The third important point is the "search for talent", which is now coming from anywhere in the world, even from developing countries and, most importantly, from Georgia.