Some employees cite work-life balance, focus time, and collaboration as reasons to go into the office, while others cite those same things as reasons to stay home. Different styles, different needs: Chart shows reasons Microsoft employees cite for working in-person and at home. 39%). Moreover, employees surveyed plan to go into the office more than managers expect. This complexity is what Satya calls the Hybrid Work Paradox. While we hope hybrid work will help us improve in these areas, finding the balance will be complex. Our ongoing research shows employees crave more in-person time with their team but wish to keep the flexibility of remote work. And every person is different – 58% of employees who plan to spend the most and least time in-office are doing it for the same reason: more focused work. And there are gaps to fill – managers plan to spend a higher share of their time in-office than non-managerial employees (45% vs. As we navigate remote work during a pandemic, our employee surveys show continued challenges to satisfaction with work-life balance and team connection. While there is still so much more we can do in our culture journey at Microsoft – and we’d love to see these numbers even higher – this data show that we don’t have to be physically together to feel like we’re in it together.īut there’s no guarantee that these positive trends will continue in hybrid, and difficulties remain. According to surveys, employee confidence and support from our managers is also at an all-time high. In a year when we sent 160,000 people home to work and remotely onboarded 25,000 new employees, the share of people who report feeling included at Microsoft is at an all-time high of 90%. Employee surveys tell us that while hybrid work is complex, embracing flexibility, different work styles and a culture of trust can help us all navigate it successfully. The Hybrid Work Paradox and the ‘Great Reshuffle’Ī report out today on our Work Trend Index shares what we’re learning from Microsoft employees in over 100 countries around the world. Because in uncharted territory, we need to be able to shift and adjust as data and research offer new insights to guide our way. And we’re incorporating flexibility into our decision-making. At Microsoft and LinkedIn, we want to take a learn-it-all approach, and lead with data rather than dogma. We’ve heard many business leaders come forward with strong opinions on how, when and where people should work in a hybrid world. From there, we’ll communicate a 30-day transition period that provides time for employees to prepare while allowing us to continue to be agile and flexible as we look to the data and make choices to protect employee health, safety and well-being. work sites as soon as we’re able to do so safely based on public health guidance. In fact, we had planned for Oct. 4 to be the first possible date to fully reopen Microsoft’s own Redmond headquarters, and many other work sites in the U.S. But as we shared with our employees today, we’ve shifted those plans. Given the uncertainty of COVID-19, we’ve decided against attempting to forecast a new date for a full reopening of our U.S. Our ability to come together will ebb and flow. It’s a stark reminder that this is the new normal. Īs Satya and Ryan mentioned, the evolving Delta variant is compelling many of us to adjust plans for reopening worksites. Their conversation is part of a n effort between Microsoft and LinkedIn to help leaders and their teams navigate this new world of work, and here I’ll share more about the trends we’re seeing, the data behind them and the product updates we ’ re announcing today across Microsoft Teams, Microsoft Viva and LinkedIn. This morning Satya Nadella and Ryan Roslan sky, the CEO of LinkedIn, sat down to talk about the key secular trends they’re seeing as people and organizations everywhere adjust to hybrid work.
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