However, implementing hot desking can be challenging, especially for organizations that are used to traditional office setups. In this blog, we will provide you with tips to implement hot desking in your workplace successfully.

From planning and communication to technology and workspace design, we will cover all the key aspects that you need to consider to ensure a smooth transition to hot desking. So, whether you are a small business or a large corporation, these tips will help you make the most of this innovative office concept.

Prepare workspaces and technology

One of the key factors in successfully implementing hot desking is ensuring that desks and shared workstations are set up properly with all the necessary equipment.

Basic equipment

Basic equipment includes computers, phones, and headsets, as well as any other equipment that is required for employees to do their jobs effectively. By making sure that each workstation is appropriately equipped, you can help ensure that employees are able to work efficiently and productively, no matter where they are sitting.

Hot desk booking system

Investing in easy setup technology solutions like the Offision smart office system can also help to minimize configuration hurdles and make it easier for employees to get up and running quickly.

Offision is designed to be user-friendly and intuitive, with a simple setup process that allows employees to easily connect to the network and access the desk, tools, and resources they need to do their jobs. By using a solution like this, you can help to remove some of the barriers to adoption and make the transition to hot desking as smooth as possible.

Hot-desk panel

Qbic TD-0350 is one of the best choices for companies as hot-desk devices on their desks, provide a complete desk reservation experience.

Booking a space through any platform is only one part of the reservation process. With devices like Qbic TD-0350, reserving, locating, securing, identifying, and checking into a desk reservation experience is made complete.

This can help to eliminate confusion and ensure that each employee has a designated workspace, even in a shared environment. By providing employees with a user-friendly and reliable reservation system and simple, elegant devices, you can help to make hot desking a more attractive option for your team.

Establishing clear policies

Establishing clear policies is essential to the successful implementation of hot desking in the workplace. This includes outlining policies around reservations, cleaning, and etiquette to ensure that all employees are aware of the expectations and guidelines for using shared workspaces.

It’s important to ensure that these policies are clearly communicated to all employees, both verbally and in writing. This can be done through training sessions, company-wide emails, or by posting the policies in a visible location, such as in the shared workspace itself. By ensuring that everyone is on the same page, you can help to minimize confusion and ensure that hot desking is a positive experience for all employees.

With the Offision smart office system, policies can be implemented automatically, making it easy to enforce guidelines around desk reservations, cleaning, and other important aspects of hot desking.

For example, the system can automatically release a desk if it has not been occupied within a certain period, or it can call service staff to clean their workspace before leaving.

By using technology to help enforce policies, you can ensure that everyone is following the guidelines and that the shared workspace remains organized and productive.

Consider schedule flexibility

Consideration of schedule flexibility is an important aspect of implementing a successful hot desking program. Allowing employees the flexibility to assign and change their hot desk reservations can help to make the transition to hot desks easier and more appealing. By giving employees some autonomy over their workspace, they are more likely to embrace the new system and be productive in their work.

One way to facilitate this flexibility is by using a hot-desk device like the Qbic TD-0350. Hot desk panel installed on the desk provides a user-friendly interface that allows employees to easily reserve, release, and change their hot desk reservations on-site at any time.

This can help to eliminate scheduling conflicts and ensure that employees always have a designated workspace when they need it.

Monitor and tweak as needed

By gathering feedback from employees, you can gain valuable insights into what is working well and what needs improvement. This feedback can be gathered through surveys, focus groups, or one-on-one meetings, and can help you to identify areas where changes may be needed.

Once you have collected feedback, it’s important to make adjustments to the office management system accordingly. This may include changes to the reservation process and booking policies, adjustments to the layout of the workspace, or updates to the technology used to support hot desking. Offision fully supports these kinds of customizations in your office within a few steps.

By implementing changes based on the feedback you receive, you can help to ensure that the hot desking program continues to meet the needs of your employees and the organization as a whole.

Conclusion

In conclusion, successfully implementing hot desking in the workplace can bring numerous benefits, including cost savings, increased collaboration, and improved flexibility.

By leveraging technology solutions like the Offision smart office system and hot-desk devices like Qbic displays, organizations can streamline the hot-desking process and make it a more attractive option for employees.

To ensure a successful hot desking implementation, it’s important to follow the tips outlined in this blog, including preparing workspaces and technology, establishing clear policies, considering schedule flexibility, and monitoring and tweaking the program as needed.

By taking these steps, organizations can help to create a productive and efficient shared workspace environment that meets the needs of all employees.

Overall, hot desking has the potential to be a game-changer for modern workplaces. By embracing this innovative concept and leveraging the latest technology solutions, organizations can create a more flexible and collaborative work environment that benefits everyone involved.

The post Tips to successfully implement hot desking first appeared on ONEs Blog.

That’s where curated meetings come in.

Curated meetings are carefully planned and executed meetings that are designed to maximize productivity and engagement. They focus on a specific topic or goal and involve a carefully selected group of participants.

By curating the attendees and agenda, you can ensure that everyone is prepared, engaged, and able to contribute to the discussion.

So, how can you make your curated meetings count? Here are some tips:

1. Set a clear goal: Before the meeting, make sure you have a clear goal in mind. What do you want to achieve? What topics do you want to cover? Having a clear goal will help you stay on track and make the most of your time.
   
2. Curate the attendees: Who you invite to your curated meeting is just as important as what you discuss. Make sure you invite people who are knowledgeable about the topic and who can contribute meaningfully to the discussion. You want to avoid having too many people in the meeting, as this can lead to distractions and make it harder to stay on track.
   
3. Prepare an agenda: Having a clear agenda will help keep the meeting on track and ensure that you cover all the necessary topics. Share the agenda with the attendees before the meeting so they know what to expect and can come prepared.
   
4. Use a room booking solution like ONES: Having the right meeting space is essential for a successful curated meeting. With ONES, you can easily book and manage meeting rooms, so you can focus on the meeting itself. The system allows you to quickly search for and book available rooms, invite attendees, and manage the meeting details all in one place.
   
5. Follow up: After the meeting, make sure you follow up with the attendees to ensure that everyone is on the same page. Send out meeting minutes or a summary of the discussion to keep everyone informed and to provide a record of what was discussed.

Curated meetings can be a powerful tool for collaboration and productivity in the hybrid work environment. By following these tips and using a room management solution like ONES, you can make your meetings count and ensure that everyone is working together towards a common goal.

In conclusion, with the rise of hybrid work, it’s more important than ever to make collaboration count. By curating your meetings and using the right tools like ONES, you can ensure that everyone is engaged and working towards a common goal.

To learn more, schedule a demo today.

The post How to make collaboration count with curated meetings? first appeared on ONEs Blog.

Digital nomads leverage technology to create a location-independent lifestyle, allowing them to travel and work remotely. This lifestyle can involve working from home, coffee shops, co-working spaces, or even exotic locations abroad. Research suggests that 80% of digital nomads prefer to stay in one location for 3-9 months.

According to recent data, this trend is on the rise:

• The number of digital nomads is expected to reach 1 billion by 2035.
• 74% of workers say they would quit their current job for one that offered remote work.
• 90% of employees say that flexibility in their work is important.

So why are so many people choosing to become digital nomads? Research by IWG found that two-thirds of workers believe that being able to choose where they work means they can perform better. There are a few more key reasons:

• Flexibility: Digital nomads have the freedom to work from anywhere in the world, on their own schedule.
• Work-life balance: By working remotely, digital nomads can often achieve a better balance between their work and personal lives.
• Cost savings: Without the need for a traditional office, digital nomads can save money on rent and other expenses.

It’s not just employees who are benefiting from this trend, however. Companies are also seeing the advantages of embracing the digital nomad lifestyle:

• Increased productivity: Studies have shown that remote workers are often more productive than those who work in a traditional office environment.
• Cost savings: By allowing employees to work remotely, companies can save money on office space and other overhead costs.
• Access to a wider talent pool: By offering remote work, companies can attract and retain top talent from around the world.

But how can companies adapt to this trend? One solution is to use a smart office system like ONES. By offering features such as hot desking, virtual collaboration, and real-time communication, ONES can help companies facilitate remote work and collaboration. With ONES, teams can work together seamlessly, no matter where they are in the world.

In conclusion, the rise of the digital nomad is a trend that companies cannot afford to ignore. By embracing remote work and using tools like ONES, companies can not only stay ahead of the curve, but also attract and retain top talent while increasing productivity and reducing costs.

To learn more, schedule a demo today.

The post Digital Nomad is the New Norm first appeared on ONEs Blog.

The study highlights the lack of proper communication and guidelines for hybrid work that has been brought about by the sudden transition from in-office to remote work. This lack of guidelines has led to confusion among employees, affecting their work-life balance and overall job satisfaction.

What Does the Survey Say?

The study revealed that 80% of surveyed companies have failed to develop clear hybrid work guidelines for their employees. This lack of guidance has resulted in employees feeling overwhelmed and unsupported, causing them to burn out quickly.

Moreover, 73% of respondents stated that they were unsure of how to manage their time and workload effectively, leading to decreased productivity levels.

Failures and Successes of Hybrid Work Guidelines

While many companies have struggled with implementing successful hybrid work guidelines, some have managed to do so effectively. The study found that companies with well-structured guidelines and communication channels have seen an increase in productivity and employee satisfaction levels.

These companies have prioritized employee wellness, regularly checking in with employees and providing them with the necessary resources to ensure they can manage their work-life balance.

How ONES Can Be the Solution

ONES all-in-one smart office system provides room policy settings which can be the solution to companies struggling with hybrid work guidelines.

The room policy setting allows for flexible booking rules, enabling companies to set guidelines for hybrid work with ease. It offers employees the freedom to book a room based on their schedule, location, and preference, ensuring they have access to a workspace that best fits their needs.

ONES also provides real-time visibility of meeting room usage, ensuring companies can monitor meeting room occupancy and avoid overcrowding, making it easier for employees to social distance. The software also offers touchless check-in, providing a safe and secure check-in process.

Conclusion

In conclusion, hybrid work guidelines are essential for companies to ensure their employees’ productivity and well-being.

ONES room policy setting offers a solution to companies struggling with implementing guidelines effectively. With flexible booking rules and real-time visibility features, companies can provide their employees with a seamless and safe hybrid work environment.

Say goodbye to the struggles of hybrid work with ONES room policy setting.

Contact us: hello@ones.software, or visit ONES Software official website for more information: https://ones.software/. 

The post Shocking Results of New Study Reveal Absence of Clear Hybrid Work Guidelines first appeared on ONEs Blog.

Desk hoteling is one tool that can make a big difference to your hybrid working strategy. By using ONES, our all-in-one smart office system, you can create a seamless and efficient desk hoteling experience that benefits both your employees and your bottom line.

No More Desk Disputes

One of the biggest headaches of hybrid working is managing desk space. With some employees working from the office and others from home, there can be a lot of confusion and frustration around who gets to use what desk, and when.

Desk hoteling eliminates this problem by allowing employees to book desks as and when they need them. And with ONES, you can easily manage desk bookings in real-time, reducing the risk of double bookings and confusion.

From Desk Hogs to Desk Hopping

One of the main benefits of desk hoteling is increased flexibility and efficiency in the workplace. In fact, a study by Deloitte found that nearly half of the respondents said they are willing to give up their assigned desks in favor of a shared workspace.

Desk hoteling allows employees to reserve a desk when they need it, rather than being tied to a specific workspace that may not always be in use. This saves space and reduces the amount of time and resources wasted on underutilized workspaces.

In addition, desk hoteling can lead to increased collaboration and creativity, as employees are able to work alongside different colleagues and in other parts of the office, leading to a more dynamic and adaptable work environment.

A More Agile Workplace

With desk hoteling powered by ONES, your company can become more agile and adaptable. By allowing employees to work from the office or from home, you can create a more flexible working environment that better meets the needs of your team.

And with the ability to manage desk hoteling remotely, you can stay on top of desk utilization from anywhere in the world, making it easy to manage a distributed workforce.

Conclusion

Hybrid working is the future of work, and desk hoteling is one of the key tools you need to make it a success.

By using ONES, you can create a more flexible, efficient, and productive workplace that benefits everyone involved. So why not give it a try and see for yourself how desk hoteling can revolutionize the way you work?

Learn more about how ONES all-in-one smart office system can help you to build your own employer brand via a hybrid smart office set-up.

Contact us: hello@ones.software, or visit ONES Software official website for more information: https://ones.software/. 

The post Why Stick to One Desk When You Can Have Them All? The Joys of Desk Hoteling with ONES first appeared on ONEs Blog.

According to multiple polls, millennials and Generation Zs prioritize flexible working over other advantages, maybe even overcompensation.

Flexibility: pillar of the Good Work Framework

Based on the World Economic Forum’s recent report “The Good Work Framework: A new business agenda for the future of work“, ‘Provide flexibility and protection is one of the five pillars of the Good Work Framework and the key component for a new future of work.

Flexibility is frequently used to signify not working in an office. As hybrid working evolves, we’re still having those ‘How many days are you in?’ talks.

However, post-pandemic, flexible working expectations are considerably broader than previously. Companies should begin by defining a clear flexibility strategy as part of their business plan, supported by clear policies and processes (e.g. eligibility) – generating a vision and direction for the whole organization.

Communication, change management, and the appropriate resources and structure (remote workplace setup, technology and security, and job redesign) are also important.

Why flexibility matters?

Based on Gartner’s recent report about productivity, 43% of respondents cited factors of time efficiency and flexibility as their main reason for increased productivity.

Fixed or formal flexible work arrangements (e.g., working part-time) remain vital for people who demand more assurance about when they must or must not be available to work.

Most, if not all, official flexible working agreements include some type of part-time work. There are various reasons why people want or require a decreased workload and time commitment to the company, but many are related to their caring obligations.

For example, Singaporeans seek more flexibility because they need to spend time with family is more important than work. According to a survey about family bonds by the Families for Life Council of Singapore, one in two respondents said that could not accept that long working hours prevented them from spending more time with their families.

If Singapore companies adopt flexible working, there are many benefits for both company and people:  

1. Flexible working makes employees more engaged in their work so as to have high productivity; 
2. A flexible working policy allows for waiver of paying the extra operating expenses, and;  
3. Flexible working hours allow employees to spend more time with their families, preventing them from quitting. 

Prepare your hybrid office for 2023

There are practically no restrictions on how the trends in offices may help you now and in the future as long as smart technology solutions continue to advance.

Smart office systems have the potential to enhance every aspect of the workplace, including productivity, health and safety, host desking, and employee well-being.

Employing a skilled installer who can create and deploy a unique smart office system tailored to your company’s needs is essential if you want to take full advantage of what smart technology has to offer.

Contact us: hello@ones.software, or visit ONES Software official website for more information: https://ones.software/. 

The post Flexibility in office unlocks engagement and productivity, by World Economic Forum first appeared on ONEs Blog.

Hybrid working is an arrangement in which a company’s management and employees alternate between working in a physical office and working remotely. The transformation is now evolving as many firms adopt hybrid working practices to accommodate an increasingly digital-based workforce.

By Gallup’s recent survey, remote work flexibility appears to be quickly becoming a permanent feature of the workweek for most employees working remote-capable jobs, with nine out of ten preferring some degree of long-term remote flexibility in the future and nearly eight out of ten expecting it from their employer.

Given this shift in where and how remote-capable people work, the next key question is how to best arrange hybrid work schedules with employees who split their time between remote and office environments.

Expectations of Hybrid Work

Hybrid work expectations include:

• Employees have quick and secure access to business resources from wherever they are, including seamless transitions into and out of the office network and access to local and cloud resources.
• Being able to use any device (a personal iPhone or iPad or a professional laptop) from any location – home, work, a coffee shop, or an aircraft — while knowing that security controls would be in place.
• Less (or no) commute time and no friction when asking for resources to execute their work successfully.

General Statistics

General hybrid working trend

Gartner predicts that by the end of 2023, 39% of global knowledge workers will be working in a hybrid model that combines remote and office-based work.

This is a significant increase from pre-pandemic levels and is being driven by a variety of factors such as employee preferences, cost savings for companies, and the need for greater flexibility and work-life balance.

“For remote-first or hybrid organizations, fully mature virtual workspaces may replace the office as the embodiment of company culture and become the center of the digital employee experience,” said Christopher Trueman, Senior Principal Analyst at Gartner.

“However, employees should not be expected to engage in the virtual workspace for their entire workday. Virtual workspaces should only be used for meetings and interactions that will be enhanced by them, such as brainstorming, product reviews, or social gatherings.”

(Gartner)

More than 70% of employees are working from home at least two to three days a week.

This is an increase over the previous year’s EY Index, which indicated that just roughly 42% of firms used a mixed strategy. New and complex work patterns significantly impact a company’s real estate strategy, including the quantity of office space needed and the cost of using that space.

Almost 60% use, or plan to use, reservation systems for space usage and/or occupancy tracking.

(EY)

“Work-from-anywhere” is the new reality

By IWG trends forecast for 2023, work from anywhere is rapidly becoming the norm, and companies that embrace this trend are likely to see significant benefits.

• 70% of professionals work remotely at least once a week, and 53% work remotely for at least half the week.
• By 2025, an estimated 1.87 billion people will be working remotely.
• Remote workers are more productive and report better work-life balance than office-based workers. A remarkable 98% of managers said they’re confident in their teams’ ability to deliver results on non-office days, by the FlexOS report. 
• Work from anywhere is becoming a key factor for job seekers, with 70% saying it’s important when considering a new role.
• Companies that embrace work from anywhere see benefits such as increased productivity, reduced real estate costs, and access to a wider talent pool.
• Technology is a crucial enabler of work from anywhere, with tools like video conferencing, collaboration software, and cloud-based platforms facilitating remote work.

Hybrid work is preferred across ASEAN markets

The Cisco study highlighted many employees across ASEAN markets now prefer that hybrid work:

• Singapore – 71%
• Malaysia – 74%
• Indonesia – 84%
• Vietnam – 76%
• Thailand – 69%
• The Philippines – 60%

The support for hybrid work extends beyond employees as well — with 90% of employees saying their employers have been supportive of hybrid working.

In particular, 46% said their employers have been supportive, while 44% said their employers have been very supportive.

(Cisco)

Employees’ preferred work modes in APAC

In a 2022 survey conducted among employees in the Asia-Pacific region, a majority of 66 percent of the respondents stated they would prefer to work in hybrid mode in the future.

In contrast, only ten percent of the respondents preferred in-person work.

(statists)

The implementation of financial services firms

Studies show that 80% of financial services firms now have hybrid work models in place, with some allowing full flexibility and others requiring 2-3 days per week in the office.

The studies also found that only 20% of financial services companies require full-time on-site work. Instead, the majority (80%) offer hybrid or remote options.

These companies are roughly split between being fully flexible (39%), with no set on-site requirements, or having a structured hybrid model (41%), requiring 2-3 set on-site days per week.

Hybrid and remote models are more common in FinTech companies and smaller firms, and prevalence varies based on location and industry sector. The survey shows flexible work is becoming the norm even in traditionally office-centered industries like finance.

(scoopforwork)

The expectation of employers should remain flexible about hybrid working

Based on the voting made by Financial Times, more than 70% of people expect employers should remain flexible about hybrid working.

(Source)

The expectation of the number of days worked on-site per week

Hybrid workers vary widely in how many days they typically work from the office:

• one-third are on-site one day per week
• one-third are on-site two to three days per week
• one-third are on-site four days per week

Preferences for time spent on-site also widely vary with the nuance that very few want to work on-site four or more days per week:

• Only 12% of hybrid employees want to spend four or five days on-site in the typical week.
• Of the 88% of hybrid workers who prefer three days or fewer on-site, slightly more prefer two days on-site (29%) compared with one (19%) or three (22%) days on-site.

(Gallup)

Most Preferred Hybrid Schedule: Working On-Site Two Days Per Week

Fridays and Mondays are the least popular days to be on-site both in terms of voluntary attendance and employer-required days on-site.

• The daily mood shift from Sunday to Monday is the starkest in Gallup’s historical tracking. So it’s no surprise that Monday is a less popular day to be on-site than Tuesday through Thursday.
• In contrast, Fridays are decisively the most popular day to work from home so employees can focus on wrapping up their work assignments and quickly transition to their weekend plans.

Tuesday through Thursday are the days of the week hybrid employees work on-site most often and are also the days when on-site work is most likely to be required by employers.

(Gallup)

Percent of Engaged Workers by Number of Days On-Site

 Three of the most common hybrid policies are:

• 29% say their employer requires office attendance on specific days of the week (e.g., Tuesday through Thursday)
• 28% say their employer requires a minimum number of days on-site (e.g., one to four days per week), but doesn’t specify which days are required
• 43% say there are no universal on-site work requirements set by the employer

Employer requirements:

• 57% of hybrid employees say their employer sets office attendance rules — about half of those with attendance rules are required to be on-site a specific number of days and half are required to be on-site on specific days of the week (i.e., Tuesday through Thursday)
• 43% of employees report that their employer does not require a minimum number of days on-site

The most preferred and the most engaging policy:

• Many hybrid workers (60%) do not want their employer to set a universal scheduling policy.
• Employee engagement is highest among hybrid workers when their company does not require a certain number of days on-site.

(Gallup)

Benefits of working remotely

In 2022, the main benefit of remote work worldwide was the ability to have a flexible schedule with 67 percent of respondents naming it as the biggest benefit of working remotely. The flexibility to work from any location ranked second.

(statista)

Employee happiness and morale (60%) are cited as important benefits of remote work by managers, along with reduced commuting time and stress (54%), enhanced work-life balance (53%), increased productivity (35%), and an enlarged talent pool (30%).

(FlexOS)

Reasons People Seek Flexible Work 

Research by McKinsey & Co.

By McKinsey & Co. survey, 52% of people prefer a hybrid working model after the pandemic, while only 30% of people expect that pre-pandemic.

(McKinsey & Co.)

Research by FlexJobs

Also, an annual survey made by FlexJobs shows that 80% of employees prefer to work more flexibly, which will also increase their loyalty to the company because of remote working.

Work-life balance (75%):  
-They have more flexibility to take a better balance between their work and their lives; therefore, they can decide the spend more time enjoying their life. 
 
Family (45%): 
-They have more time to stay with their family members, even during working hours. 
 
Time savings (42%):  
-|They can save time for travel to the workspace and more time to rest. 
 
Commute stress (41%):   
–Remote work allows them to work on their own terms and out of the constant supervision of their supervisors, therefore they can work with much less stress.

(FlexJobs)

Research by Ergotron

One thousand full-time employees were sampled for Ergotron research. It was discovered that the hybrid workplace model has given employees the power to recover their physical health, and they are also experiencing benefits for their mental health as workers become more accustomed to hybrid and remote office environments since the start of Covid-19.

Overall, 56% of workers mentioned increased physical exercise, better work-life balance, and improved mental health.

“Promoting health and wellness among employees can improve well-being and productivity,” said Chad Severson, CEO of Ergotron.

“Over the past two years, employees have adapted to the hybrid and remote work landscape—and they now prefer it. As employers look to attract and retain talent, focusing on practices that promote well-being and help employees thrive wherever they work will be critical.”

• Job Satisfaction. It’s crucial to keep practicing flexibility. The majority of workers (88%) concur that having the option to work from home or the office has improved their level of job satisfaction.
• Physical health. The hybrid workplace has given workers the power to regain their physical well-being. 75% of respondents said that when they work remotely, they move about more and engage in more active work.
• Work-life balance. According to 75% of respondents, remote or hybrid working has improved their work-life balance.
  
  Even though some employees are spending more time at work, they claim that a better work-life balance has a favorable impact on their ability to balance work with other facets of their lives.
• Comfortable work environments. Improved workspaces with ergonomic furniture are crucial and boost corporate culture, according to 62% of the workers questioned.

(Ergotron)

Current and Anticipated Employee Work Locations for Remote-Capable Jobs

Prior to the pandemic, just 8% of remote-capable employees worked entirely from home, with around one-third having a mixed work arrangement.

Then the epidemic struck, forcing the great majority of remote-capable individuals to work from home in some form – as many as 70% worked entirely from home in May 2020.

Time travel to February 2022. Most remote-capable employees continued to work from home at least part of the time, but the divide remained virtually even: 42% maintained a hybrid schedule, and 39% worked totally from home.

(Gallup)

Estimated Remote Workforce by Industry

According to survey respondents, the average percentage of employees working remotely prior to COVID was only 16%.

Since then, that number has increased to 65%, with the majority of workers in the professional services (89%), information technology (88%), and financial services and insurance (74%) sectors working from their dining tables.

(greatplacetowork)

Percentage of people in America who work remotely full time

Nearly two years into the COVID-19 pandemic, roughly six-in-ten (59%) of U.S. workers say their jobs can primarily be done from home work from home all or most of the time. According to a new Pew Research Center survey, the vast majority of these workers (83%) were working from home before the omicron variant spread in the United States.

(pewresearch)

Percentage of U.S. work teams/departments that plan to work remotely in 5 years with comparison to pre-pandemic

“More than 20% of the workforce could work remotely three to five days a week as effectively as they could if working from an office. If remote work took hold at that level, that would mean 3 to 4 times as many people working from home than pre-pandemic and a profound impact on urban economies, transportation and consumer spending, among other things.” — “What’s Next for Remote Work”, McKinsey & Company, November 23, 2020

(weforum)

Frequency of working from home before the coronavirus pandemic in APAC

In a survey conducted in October 2020, prior to the implementation of remote work due to the coronavirus pandemic, 36% of respondents from the Asia-Pacific area claimed to work from home at least once each week.

(Statists)

WFH Frequency – Before and Post COVID-19

In the Stantec survey, 90% of respondents said they work from home more than four days each week. Before any North American government issued orders to stay at home, Stantec required remote work for all of its employees.

In a week, more than 19,000 workers had to switch to remote work in order to protect our staff and stop the virus’ spread.

The fact that more people are choosing to continue working from home after the epidemic may not come as a surprise to you. The typical respondent may work from home an extra day per week compared to their pre-COVID-19 habit, based on the self-reported frequencies in our survey.

(Stantec)

Remote Work Saves Commuting Time

Americans who are working from home have reclaimed 60 million hours, e.g. around 68,447 years, which means each American can saves 1.8 hours per day that used to spend commuting to an office each day.

They’re now using that time to get more sleep instead.

(Bloomberg)

Hybrid Workers Will Change Jobs for Flexibility, but Won’t Give Up Salary

Remote flexibility has become the norm. Remote-capable employees are willing to change jobs for it, but they are unwilling to give up more money in exchange.

More than 56% of remote capable employees will not give up any percentage of their salary for work location flexibility.

(Gallup)

Remote Teams Are More Engaged Than Office Workers

Remote workers consistently meet and exceed objectives, identify new processes, and contribute to company culture in the same way that anyone in a traditional brick-and-mortar setting does. In fact, they tend to achieve more.

According to a Stanford University two-year research, remote employees are, on average,

• 13.5% more productive than their office-based counterparts.
• 9% more engaged in their jobs.
• 50% less likely to quit.  

People movement

People movement in the U.S.

Some people have left city centers (e.g. NY and SF) from Feb 2022-Jul 2021.

(Standford)

Global workers’ mindset concerning hybrid work 2021, by category

In 2021, 42 percent of workers expect to thrive in hybrid employment. This demonstrates that over half of the worldwide workforce has an optimistic outlook on the future of work. Notably, 31% of respondents report feeling dissatisfied in this situation. (Statista)

Different generations’ expectations of hybrid working

It may be challenging to find a hybrid model that works for all generations: Three-quarters of Gen Zers (74%) desire more face-to-face collaboration chances, compared to 66% of Gen Xers and 66% of Baby Boomers. (Intuition)

High-growth businesses plan on hybrid working

63% of high-growth businesses use hybrid work models. (Intuition)

The percentage of people who plan to work from home

One survey found that 92 percent of those asked to plan to work from home at least once a week, and 80 percent expect to work from home at least three times a week. (Intuition)

The percentage of the programmer who is practicing hybrid working

85% of developers say their organizations are at least partially remote. (42.98% fully remote, 42.44% hybrid working)

Smaller organizations are most likely to be in-person, with 20% of 2-19 employee organizations in-person.

(StackOverflow)

The percentage of programmers who expects hybrid working after the pandemic

47.6% of developers said they expect to work in a hybrid model after the pandemic, while 38.8% said they expect to do fully remote work.

(StackOverflow)

Main challenges in working a mix of remote and in-person worldwide

In 2022, 43 percent of remote employees reported that the most difficult aspect of working remotely and in person was not feeling involved in meetings. (Statista)

For remote leaders’ largest remote work challenges, they answered distractions at home (46%), a lack of face-to-face interactions (37%), and technological or connectivity issues (33%.)

(FlexOS)

Favorite hybrid arrangement

Four out of ten employees say they want complete autonomy to come and go as they choose, while six out of ten want more structure.

There is even less agreement among those six in ten on how to synchronize in-person and remote schedules, with less than a third agreeing on how to define hybrid for their business.

Employee preferences and the appropriateness of hybrid work schedules vary greatly depending on the organization, team, role, and individual. There is no one-size-fits-all solution. What matters is that leaders assess which kind of guidelines work best for their team, given the sort of work they perform, the level of assistance required, and the team culture.

(Gallup)

Number of days per week they come to the office

Four out of every ten employees want to work two to three days each week, although this is far from the majority. Another three out of ten employees would like to spend one or two days per week in the office.

On the plus side, most employees think that spending a reasonable amount of time at work is crucial, and Gallup’s research has consistently shown that work flexibility is optimum for engaging employees and preventing burnout – both before and after the epidemic.

Nonetheless, as organizations shift and adjust to hybrid work, employees’ preferences for office hours will be a crucial measure to monitor.

(Gallup)

Suburban commuters’ transit behavior

People who reside in suburbs and commute to cities experience the highest decline in transit trips (-24%). Consequently, it is likely that respondents who have lengthier transit commutes and other local transportation options will reduce their use of public transportation the most.

People who live in suburbs and work in cities were shown to have the largest increase in working from home (an increase of 3.7 days per month per person). It appears that working from home could replace longer commutes.

According to what we overheard, respondents who reside and work in suburban areas had the least amount of change in all behavioral categories.

This means that metropolitan regions and areas nearby are where most long-term change is expected to take place.

(stantec)

Statistics for Business Leaders

Hybrid work policy decision-makers and their impact on employee engagement

Required attendance policies for hybrid workers are decided by:

• top leadership of the organization (26%)
• team managers (24%)
• work teams (13%)
• entirely on my own (37%)

The most engaging approach is the least common:

• An astounding 46% of hybrid employees are engaged at work when their team determines their hybrid work policy — despite only 13% of employees saying their team does this.
• Employee input is notoriously effective, from collaborative goal setting to innovation — and now in determining hybrid work schedules.
• The practice of asking team members to collaboratively craft their hybrid work policy is one of the most engaging single work practices Gallup has studied among employees who are returning to the office.

(Gallup)

Lots of executives believe flexible working options motivate employees

Sixty-four percent of CEOs feel that flexible work arrangements stimulate their personnel.

Flexibility and technology in the workplace are important priorities. To improve the workplace, most are considering the usage of health and wellness management applications as well as other hybrid work technologies such as digital and virtual collaboration resources.

For example, 44% of company leaders have activated or are about to activate the metaverse for social interaction, training, and/or recruiting purposes, and 62% have activated or are about to activate health and safety innovations and monitoring, such as indoor air quality, touchless offices, and so on.

(EY)

Women leaders expect more flexibility

49% of women leaders say flexibility is one of the top three things they consider when deciding whether to join or stay with a company, compared to 34% of men leaders.

Women leaders are more than 1.5x as likely as men at their level to have left a previous job because they wanted to work for a company that was more committed to DEI.

(McKinsey and LeanIn)

Additional technological transformation due to pandemic

Based on Fortune surveying CEOs of the Fortune 500, the pandemic crisis, according to 75% of respondents, will push their companies’ technology transformations forward more quickly.

(Fortune)

Top challenges executives expect to navigate

Executives are prepared for a range of employee reluctances. Top worries include worries about health and safety (40%), caregiving responsibilities (38%), and taking public transportation (20%).

(greatplacetowork)

CEO expectation on the percentage of workforce return office

Based on Fortune surveying CEOS of the 2020 fortune 500 list, 26.2 % of CEO expect the percentage of their workforce that return to their usual workplace will never reach back to 90%.

(Fortune)

CEO expectation for the benefits of return office

Collaboration (45%) and camaraderie and morale (61%) are the top two ways executives anticipate that going back to work would enhance corporate culture.

(greatplacetowork)

Workers’ willingness to pursue a hybrid working paradigm is higher among C-suite others than among employees in the United States in 2021

Office occupations have become more flexible since the onset of the coronavirus (COVID-19) outbreak. Working from home has been the norm for many, yet office spaces continue to be popular.

Employees who operate in a hybrid mode might divide their time between the workplace, home, and other locations. According to a 2021 study of 1,000 office employees and 1,000 C-suite employees in the United States, the clear majority of respondents support the hybrid approach.

Meanwhile, a larger proportion (79 percent) of C-suite personnel planned to implement the hybrid approach. According to the same study, over half of respondents would prefer to spend two to four days at work.

(Statista)

C-suite executives plan on hybrid working

In the post-pandemic future of work, nine out of ten organizations will be combining remote and on-site working.

(McKinsey – From December 2020 through January 2021, McKinsey surveyed and analyzed responses from 100 respondents at the C-suite, vice-president, and director level, evenly split among organizations based in Asia, Europe, Latin America, and the United States, and among a variety of industries. Company revenues ranged, on average, from $5.1 billion to $11.0 billion per year.)

C-suite executives’ expectations of hybrid working

The majority of CEOs anticipate that employees will be on-site between 21 and 80 percent of the time, or one to four days a week (for all roles that are not required to be performed on-site). (McKinsey)

Plan of fully remote work vs support hybrid work model

According to a recent survey, just 5% of employers see entirely remote work as a possibility in the future, while 51% prefer the mixed work style. (Intuition)

Pay adjustment for hybrid work model

Over 97 percent of firms said they will not lower compensation for workers who work from home in part. However, 21% would modify pay based on an employee’s contribution and physical location. (Intuition)

Plan to adjust investment levels in the hybrid work model

According to a recent poll, 72 percent of respondents in the United States want to invest in virtual collaboration technologies in the future to support their mixed workforce. Zoom, Microsoft Teams, and Miro are examples of virtual collaboration software. These tools enable remote employees to stay connected while working from multiple places.

(Statista)

Learning Statistics in a Hybrid World

Advice offered to those selecting a remote work location

Setting limits is the most essential objective for 25% of respondents in a recent study, more than any other conceivable response. This is especially important as burnouts become more common, and balancing private and professional lives is a method to sustain mental health and productivity.

(Statista)

Acquired technologies to safeguard work communications when working from home in 2021

In 2021, 34% of Android and IOS users reported purchasing a WiFi router to safeguard work communications while working from home during the pandemic. Virtual private networks came in second. Mobile applications and mobile device management software are two more technologies utilized for this purpose.

(Statista)

The willingness to Online Learning

57 percent of today’s learning and development professionals anticipate increasing their spending on online learning in the near future.
In a hybrid environment, online learning is frequently given via mobile, with 70 percent of modern-day firms delivering courses via this media.

(Intuition)

Health and Wellness Statistics

One thousand full-time employees were sampled for Ergotron research. It was discovered that the hybrid workplace model has given employees the power to recover their physical health, and they are also experiencing benefits for their mental health as workers become more accustomed to hybrid and remote office environments since the start of Covid-19.

Overall, 56% of workers mentioned increased physical exercise, better work-life balance, and improved mental health.

(Ergotron)

Work-life balance 

During the pandemic, 20% of worldwide employees asked stated their supervisor had ceased caring about their work-life balance, leaving 54 percent overworked and 39 percent absolutely fatigued.

(Intuition)

Productivity

As the hybrid workplace emerges, 40% of individuals feel they can be productive and healthy from anywhere – whether entirely remote, onsite, or a mix of the two.

(Intuition)

Remote employees worked 1.4 more days per month, or 16.8 more days per year, on average than those who worked in an office. And they spent more time getting things done on those workdays.

While office workers reported losing an average of 37 minutes per workday to distractions (excluding lunch and standard breaks), remote employees only lost 27 minutes per workday. While remote workers did take more official breaks than office workers, evidence shows that taking breaks leads to higher rates of productivity.

There were only minor differences in the ability to concentrate or focus in and out of the office: 8% of remote workers reported difficulty focusing, compared to 6% of office workers.

Micromanagement, on the other hand, had a significant impact. When employees’ screen and/or mouse time was tracked, 39% of remote employees and 56% of office employees found ways to avoid working. They didn’t always get away with it: 51% of remote employees and 44% of office employees were caught.

(Airtasker)

On the other hand, 66% of managers reported greater productivity, with 48.5% reporting that productivity has ‘significantly improved.’ Only 2% experienced a decline in productivity.

Managers said that their personal productivity has increased (38%) but not reduced (96%).

(FlexOS)

Mental health support

Employee burnout is now a serious problem, with 75% of workers in recent research wishing their workplace provided some type of mental health assistance.

(Intuition)

Feared being surveilled

According to a Capgemini analysis on the future of remote working, around 66 percent of employees in the United States worried about being surveilled by the use of technology when remote working in 2020, which is higher than the global average of 59 percent.

(Capgemini)

Struggles with working remotely

In 2022, 25% of respondents stated that the most difficult aspect of working remotely was not being able to unplug. Because many individuals who work from home do not have a distinct office, they have a conflation of their living environment and workplace. However, more than one-third of respondents said they had no difficulties working remotely.

As a result, remote working professionals underline the significance of developing techniques to balance their personal and professional life. On the other hand, employees report fewer challenges with teamwork and communication in 2021.

This is most likely owing to the rapid development of skills during the 2020 pandemic, which allows them to successfully communicate and interact with others while working from different locations.

(Statista)

Terms you should know

Diversity, Equity, and Inclusion (DEI)

DEI stands for diversity, equity and inclusion.

As a discipline, DEI is any policy or practice designed to make people of various backgrounds feel welcome and ensure they have support to perform to the fullest of their abilities in the workplace. 

Diversity refers to the presence of differences within a given setting; in the workplace, that may mean differences in race, ethnicity, gender, gender identity, sexual orientation, age, and socioeconomic background. 

Equity is the act of ensuring that processes and programs are impartial, fair and provide equal possible outcomes for every individual. 

Inclusion is the practice of making people feel a sense of belonging at work.

(builtin)

Digital nomad

A digital nomad is a person who has the freedom to work from anywhere in the world as long as they have an internet connection and a laptop or mobile device.

Digital nomads leverage technology to create a location-independent lifestyle, allowing them to travel and work remotely. This lifestyle can involve working from home, coffee shops, co-working spaces, or even exotic locations abroad.

Digital nomads are often freelancers, entrepreneurs, or employees of companies that allow remote work. They may work in a variety of fields, such as writing, programming, design, or consulting.

The rise of digital nomadism has been facilitated by the increasing availability of digital tools that enable remote work, as well as the growing popularity of the gig economy.

Many people are drawn to the digital nomad lifestyle for its flexibility, adventure, and opportunities for personal growth. Digital nomads can experience different cultures, meet new people, and have unique experiences while maintaining their careers.

They also have the ability to work on their own terms, choose their own projects, and have more control over their work-life balance.

Further reading on Hybrid working

Treating Remote Employees Fairly in a Hybrid Workplace (by Toptal)

Learn more about productivity in the hybrid working era: https://ones.software/blog/?s=Productivity+

Develop your own hybrid office with our smart office system: https://ones.software/

The post Every C-Suite and Professional Should Know About Hybrid Working Stats in 2023 first appeared on ONEs Blog.

Workplace flexibility matters

According to ADP Research Institute’s “People at Work 2022: A Global Workforce View,” the majority of workers who consider leaving their jobs if asked to return full-time to the workplace are between the ages of 18 and 44.

In comparison, only about 20% of Singaporean workers over the age of 45 would consider leaving if their employer required them to return to work full-time.

According to ADP’s statement on Monday, the reluctance could be a potential source of friction because some industries, such as construction, manufacturing, and food and beverage, may be unable to implement a hybrid work system (4 July). When compared to other industries, the food and beverage and retail industries rely more heavily on younger workers.

As well as flexibility in the workplace, employers are recognizing the importance of providing other benefits and support to their workers.

For instance, two-thirds (66%) are now offering financial wellbeing advice to staff, up from six in 10 (59%) in 2021 – but that is far more likely to happen in the Asia Pacific and North America (74% and 56%) than Latin America (49%) or Europe (36%).

Key factors that affect career change in Singapore

The report also conducted surveys on other aspects of work, such as worker satisfaction and career priorities.

In Singapore, 75% of respondents have considered a major career change in the last year. This could be due, at least in part, to only one in every eight Singaporeans believing that their job or industry is secure.

While salary was the most important factor in a job across the Asia Pacific region, it is by far the most important factor for Singapore workers, with 71% ranking it as the most important factor. Despite this, only 63% of Singapore employees are likely to request a raise if they believe they are deserving.

The flexibility of working hours is important to 42% of Singapore workers, while enjoyment of the day’s work is important to 32%.

Read more: Google Singapore: Focus on the flexibility of employees

How to implement a flexible workspace to retain your employees?

Apart from salary, flexibility in the workplace has become the major factor for people, especially Singapore workers, to stay in the same company. Therefore implementing a flexible workspace will be an urgent issue for directors and administrators to survive in the serious career market.

Bookings ONE, one of the famous management systems, can help you to easily implement hybrid and flexible working at ease. Hybrid work means a mixed working style of working at the office and working from home. You can allow your employee to have high flexibility to choose their desirable workspace. You can easily perform virtual meetings, desk-hoteling, and digital office management with our Room Booking, Desk Booking, and Visitor Management features. 

ONEs Software now has a dedicated page to introduce a series of hybrid working measures to help you solve problems. You may wish to go to https://ones.software/sg/hybrid-workspace/ for further reference. 

Contact us: hello@ones.software, or visit ONEs Software official website for more information: https://ones.software/sg/. 

The post Over half of S’pore workers would consider quitting if hybrid work is not a choice first appeared on ONEs Blog.