Last week I covered the remote work equilibrium… a bit more data points here.
First Gallup’s 2022 State of the Global Workplace report. Most workers globally (60%) say they’re emotionally detached or not engaged at work. Meanwhile, 19% say they’re miserable or actively disengaged. But two more quotes from the analyst:
A manager’s effect on a workplace is so significant that Gallup can predict 70% of the variance in team engagement just by getting to know the boss,” and happier and more engaged workers can mean 23% higher profits.
Next, CBRE’s Spring 2022 Occupier Sentiment Survey, a little more than half of the companies plan to cut down on office space in the next three years because of remote work and space efficiency.
Office occupancy floated around 44% over the past four months, according to Kastle Systems’ workplace occupancy barometer, indicating that the office-goers will continue to go to the office, and the people who haven’t yet returned to the office probably never will.
Finally, some research via TechNative. First bit: since the start of the pandemic, 62% of 18-25 years olds have been promoted versus just 13% of 56+ years olds. And second, 70% of Generation Z (18-25 years olds) believe that changing working circumstances have improved their personal connections with colleagues. In contrast, only 30% of Baby Boomers (56+ years olds) can say the same. Their focus – is on the generational differences at play.
Why do we care?
I’m focusing on this idea of remote work equilibrium in my thinking, as the number of workers has stabilized, and so too has that occupancy data. Cliché – it’s the “new normal.” Making it the time to figure out what that means because those disconnection data points aren’t great, and I’d posit it’s due to the accidental cultural benefits of just putting people in rooms together. Remove that, and having a lousy boss becomes so much more apparent.
And as we’re noting, different age groups respond differently. Depending on the data set I look into, I get different views – this data set says it’s good for younger employees, yet I’ve seen other sets that say the opposite. Yes, it isn’t obvious – pointing entirely to the intentional creation of culture as the solution. Be intentional about your choices for your organization.