When leadership and team members are not on the same page, this leads to team dysfunction. And workers with schedule flexibility are 26% less likely to be burned out and report more than five times greater ability to manage work-related stress. 2022, executive leaders reported 40% more work stress and anxiety and a 15% decline in satisfaction in their working environment.īut remote and hybrid workers showed a 52% more likelihood to say their company culture has improved over the past two years, with flexible work policies being the number one reason for that improvement. Twenty-five percent of executive leaders surveyed claimed “team culture is negatively impacted” as the number one reason they no longer wanted to offer schedule flexibility and remote work. But employees are far from being on the same page, and research has confirmed that returning to the former pre-pandemic status quo is not the healthiest way to build a strong and productive team.Īccording to a Fall 2022 Future Forum Pulse, there is a large gap between leadership and team members’ desire to return to the office. Now, three years later, many executives are demanding a return to the office, fearing a lag in productivity, creativity, and team cohesiveness and a desire to return to the old ways of top-down directives. In 2020 when the pandemic hit, office-life suddenly disappeared, and teams had to stumble their way into working remotely.
0 Comments
Leave a Reply. |