#14 State of Work 2022
In the past seven days 3 fantastic, insightful, worth-the-read work reports for 2022 were released: The buffer state of remote work report 2022, Microsoft released its Work Trend Index Report for the second time and Oyster released the Employee Expectation Report, just today.
Now, the big question arises: What is the future of work holding for us in 2022?
Let's dive into the main findings, shall we!
The reports – background info
Buffer surveyed 2,118 people for its report, with 52% being employees, 42% consultants or freelancers. 74% work with companies of less than 500 people and 57% started working remotely after the start of the pandemic. The survey took place in November 2021.
Microsoft surveyed 31,000 people in January and February of 2022. The respondents are either full-time employed or self-employed across 31 countries with at least 1,000 full-time workers being surveyed in each country.
Oyster surveyed 2,151 knowledge workers from North America, the UK, and Europe.
Remote Work - Setting the stage for 2022
Where Microsoft's report shows that 50% of leaders' companies will require full-time in-person work again, according to Buffer 97% of respondents want to work remotely some of the time, as well as Oyster's report, shows 44% of respondents see remote working as one of their top 3 factors for the ideal company.
2 Non-negotiables for employees:
- FLEXIBILITY
41% of Buffer's, 59% of Oysters respondents want to work from multiple locations. Microsoft's survey shows:
"Flexibility a non-negotiables companies can't afford to ignore" - Microsoft Work Index, 2022
For Oyster's respondents, flexible work is the second most important factor in deciding for or against a workplace, after the aspect of a regular pay increase.
21% of Microsoft respondents quit because of non-flexible work hours or location. Interestingly enough, even though employees feel more productive and value the recent freedoms, 54% of leaders believe that productivity has decreased since the shift to remote work - potentially, partially due to the 252% increase in meetings since February 2020.
2. MENTAL WELLBEING
"By far the most important and most quoted factor in the desire to work remotely was better work-life balance." - Oyster, Employee Expectation Report 2022
People prioritize their wellbeing more than pre-COVID times (53% Microsoft, 38.5% of Oysters respondents)
For many, the past 24 months have been times to detangle all of our thoughts, reevaluate our inner selves, what we want and whom we want to be. As with every new therapy session you start, first you need to dig deep and release all the negatives in order to create a lot of positives. Thus, many of us may have come to the realization that we need to shift our focuses and start with a fresh mind, that's supposed to be upheld for as long as possible.
Driving wellbeing and considering the increase in meetings, 52% wish for an asynchronous-first company whereas 38% only have one implemented.
Take a note here:
Even though flexibility and wellbeing (driven for many by the saved time in commutes and increased family-time, both two factors only non-full-time-in-office-work enables) are non-negotiables according to employees surveyed, still:
"50% of leaders say their company already requires, or plans to require, full-time in-person work in the year ahead" - Microsoft Work Index
Relationship building, the greatest challenge?
43% of leaders say relationship-building is the greatest challenge of having employees work in a hybrid or remote environment - Microsoft Work Index
Even though there are plans for full-time in-office returns (let's see how that will play out), still half of the employees (51%) realize and regard that workplaces can not solely rely on in-office relationships anymore – it affects wellbeing, productivity, and retention.
Effects strong relationships:
- Wellbeing: 36% increase
- Productivity: 39% increase
- Retention: 56% increase
According to Buffer, 52% of its respondents felt less connected as well as loneliness, already being the biggest struggle people feel, in comparison to their 2021 report, a 30% increase was measured.
Microsofts Work Index of 2021 has also already recorded that there has been a significant shrinking in networks, specifically for remote employees – as I've talked about in another newsletter, social connections are tremendously important to our wellbeing, survival, and intrinsic happiness.
Not only do individuals have the benefits of having strong relationships in their lives, but companies benefit, too, as it affects our "willingness to take risks, [improves] innovation and creativity" – Nancy Baym, Principal Researcher, Microsoft Research.
Formula for the future of transformative teams
(Flexibility + Wellbeing + Connection) / (Time on Meetings) = Transformative Teams
Thanks for taking the time to read this newsletter.
See you next week,
Franzi