On the topic of hybrid work, employees and employers are divided. Employees are embracing hybrid work and its benefits. Many employers on the other hand, are yearning for a return to pre-Covid office life while dealing with challenges such as shrinking budgets and tight talent markets.
To help leaders balance employee interests and organizational success, Microsoft surveyed 20,000 people worldwide and analyzed trillions of Microsoft 365 productivity signals, LinkedIn labor trends and Glint People Science findings. The data points to three pivots leaders must make to empower people for new ways of working. Read this blog to explore three pivots to help employees thrive and organizations succeed.
What are the main challenges of hybrid work?
Leaders often struggle with productivity paranoia, where they doubt their employees' productivity despite 87% of employees reporting they feel productive. Many leaders miss the visual cues of in-person work, leading to a lack of trust and increased digital overwhelm. Additionally, 85% of leaders find it challenging to have confidence in their employees' productivity in a hybrid setting.
How can organizations improve employee retention?
Organizations can improve retention by prioritizing learning and development opportunities. Data shows that 76% of employees would stay longer if they had better access to growth support. Creating a culture that emphasizes internal mobility and skill development can help employees feel more engaged and satisfied with their career paths.
What motivates employees to return to the office?
Employees are motivated to return to the office primarily for social connections with colleagues. About 84% of employees would be encouraged by the opportunity to socialize, and 73% would come in more often if they knew their team members would be present. Organizations need to focus on rebuilding social capital to effectively encourage in-person attendance.
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