This research deals with Hybrid Teams, and how to support both remote and in-office workers. This becomes important as some employers begin to reintroduce some workers back to a physical location, while others continue to work remotely. The study took analytics from Microsoft Calendar, Email, and Instant Messaging to see any patterns from the shift of remote work to hybrid work.
Key Points
The Key Findings were the diverse reactions/ experiences from adjustments to remote work for each employee during the Covid-19 Pandemic.
35 % of employees were able to continue their levels of collaboration from non-remote work. This means that they had the same historical collaborative work previous to remote work.
30% of employees experienced less-than-usual activity. From that group, 15 % shifted collaboration to early mornings and evens. This could have been a result of certain obstacles faced during the day -- kids, family, etc.
25% of employees experienced an increase in collaboration which resulted in longer weeks and some, who experienced high risk overload. Of the high risk overload, 27% of them were managers.
The transition is to introduce hybrid work for employers, as regulations across the country have begun to open up more is shown below. Some findings of these transitions are:
Daily checkups and 1:1's with employees are showing to help. As managers took more 1:1 time with their workers, average collaboration load decreased (time in a meeting). Employees who had increased their collaboration and who were at risk of overload during the remote period were starting to recede during the hybrid period. That is, they were going back to their past patterns of collaboration and work levels.
"That shows that managers, by devoting more time to employees, enabled better prioritization, more engagement, and quicker resolutions of issues"
Increase of 1:1's with managers also showed a decrease in meeting/email load. "This indicates that managers enabled better prioritization and quicker resolution of issues."
Title: In Microsoft Denmark, Data and Inclusion are Key to Navigating Distribution
Summary
This research deals with Hybrid Teams, and how to support both remote and in-office workers. This becomes important as some employers begin to reintroduce some workers back to a physical location, while others continue to work remotely. The study took analytics from Microsoft Calendar, Email, and Instant Messaging to see any patterns from the shift of remote work to hybrid work.
Key Points
The Key Findings were the diverse reactions/ experiences from adjustments to remote work for each employee during the Covid-19 Pandemic.
The transition is to introduce hybrid work for employers, as regulations across the country have begun to open up more is shown below. Some findings of these transitions are:
Citation
Singer-Velush, N., Morales Torrado, C., & Cidoncha, A. (2020, October 26). In Microsoft Denmark, data and inclusion are key to navigating disruption. Retrieved November 30, 2020, from https://insights.office.com/workplace-analytics/in-microsoft-denmark-data-and-inclusion-are-key-to-navigating-disruption/