As organizations shift to hybrid work, understanding and responding to employee needs and expectations is critical to retain top talent and expand the talent pool.
Employees who have a voice in where, when, and how they work are happier and more motivated. Hybrid work, led by empathetic leaders, will empower individuals and teams with flexibility and choice resulting in increased wellbeing, connection, and sense of belonging.
“Hybrid work allows us to redefine what’s possible by bringing out the very best of work through empowering flexibility, choice and inclusion for employers and employees alike.”
Francine Katsoudas, EVP, Chief People, Policy & Purpose Officer
of workers say working hours are less fixed and more fluid, illustrating hybrid work’s flexibility put into practice1
of global workers have been made happier and more motivated in their roles through the ability to work remotely2
say their relationships with teammates have become stronger1
feel more closely connected to their organizations1
say they even see their colleagues being more punctual for virtual meetings2
Employees want a voice in where, when, and how they work. Hybrid work allows organizations to nurture flexibility, choice, and inclusion. Amid a global talent shortage, talent retention hinges on enabling, empowering and creating a sense of belonging for employees.
Organizations must keep listening to employees to ensure they’re designing hybrid work configurations that play to personal strengths, take preferences into account, and enable resilient, agile workspaces.
of executives (and 66% of workers overall) say technology has enabled work to be done virtually without loss of productivity1
of hybrid workers across the globe and across generations have seen their productivity increase2
of hybrid workers across the globe and across generations have seen improvement in the quality of their work, proving quality work need not come at the cost of productivity2
Organizations can trust hybrid workers to take pride in their productivity:
It's not where we work, it's how we work. Hybrid work is moving from enabling work to being a tool that can drive productivity.
As organizations consolidate their hybrid work strategies, they must ensure they are supporting their teams with the right workspaces and tools and implementing the right technology to further support productivity growth.
of workers are confident in their leaderships’ ability to strengthen the overall sense of belonging at the organization2
People at Cisco who feel their team leader knows them well are 2.7× more likely to build a connection to an executive, and 2.8× more likely to build a connection to their team
of Cisco employees agree their leader knows them well
A successful hybrid work model relies on flexible, empathetic leadership. The best leaders regularly connect with their team members, understand the way they work best and support their needs. Connections built on trust and transparency are critical for retention and engagement.
Organizations must do more to equip and support leaders with new skills, embedding principles of empathy into leadership training and focusing on building a conscious culture for organizations to truly excel and get the best from their people and teams.