Jan. 31, 2022 - If somebody would have told you pre-pandemic that a hybrid work policy, hybrid meeting technology or flexible working hours would turn out to be key influencers for employee experience, you probably would have smiled. But as our recent ClickShare hybrid meeting research shows, 1 in 3 considers changing jobs because of issues with hybrid work. Organizations have to be sharp, flexible and innovative to recruit and keep talent in the hybrid workplace. And they can turn their digital infrastructure into a real asset.
As businesses continue to feel the implications of the Great Resignation, recent ClickShare research has pointed out that in today's workplace working conditions are as important as salaries to attract and retain employees. We've established a clear correlation between hybrid work and employer attractiveness. The hybrid and remote office-based work situation simply is a given in certain jobs and employees expect from their employers to be fully equipped for that. With much needed policies, technology and redesigned offices. If these expectations are not fully met, job satisfaction is in real danger, as a staggering 1 in 3 is thinking of moving jobs because of frictions with hybrid work.
"Prior to the pandemic, remote or hybrid work often was considered a perk, or even something that workers could feel guilty asking for," says Lieven Bertier, Segment Marketing Director Workplace at Barco. "Now, as employees have shown they can remain productive from a variety of locations, the appetite for a functional hybrid model grows. Our Survey reiterates how companies who fail to offer employees the leverage and tools to work wherever and however they like - and eliminate the stresses that come with doing so - may risk losing them to another organization that does."
Finding the employee-experience sweet spot
Finding the employee-experience ‘sweet spot' will enable businesses to thrive. They can benefit from the fresh perspectives and digital skills of the younger generations. Key focus areas in this war for talent will be inclusion, flexibility, individualism, entrepreneurship, well-being, purpose and personal development.
“One of our top priorities is to prepare Intel's global teams for the future of work. From the crisis, came an opportunity to reimagine how people can work and collaborate together. For us, in part, this means positioning the tech company as hybrid-first,” Christy Pambianchi, executive vice president and chief people officer of Intel explains why the company is adopting a hybrid-first model to win the war for top talent.
Remote work burnout and hybrid meeting stress are more dangerous than Zoom fatigue
Employees clearly consider hybrid work as a true differentiator. They want flexibility and agility from their employer and want to be able to decide when and where they work. Remote work burnout and stress caused by hybrid work accelerate their decision to hop jobs. According to the Microsoft Work Trend Index 40% of the global workforce considered leaving their employer in the next year. And our own research shows a clear correlation between the number of hybrid work issues – lack of policies and encountering tech problems in hybrid meetings - and the intention to leave the company.
73% of workers consider switching jobs because their employer lacks hybrid work policies
1 in 3 considers job offers from a company that has well-defined hybrid work policies in place
44% of employees who encounter technical issues during hybrid meetings, think about leaving the company within 6 months. Younger employees and middle management even more so.
How can businesses win the war for talent?
To many, encouraging hybrid working models is an indicator of a well thought-out and considerate HR policy. And the contrary is a reason to leave. It's high time for a pro-active approach to avoid a brain drain.
Organizations urgently need to tackle hybrid work on every level of the workplace. Still, with the right focus companies can turn challenges into opportunities and use hybrid work as a true selling point in the war for talent.