The mass change of behaviors
We asked our clients' employees: "where were you working from before the pandemic and where do you want to work in the future?" In 2019, the office prevailed, with 75% going to the office and the rest split between hybrid and remote. Fast forward during the pandemic. In 2022 these numbers changed even more:
• 25% want to work in the office three or more days a week;
• 37% prefer hybrid;
• 38% of people prefer the remote
These numbers vary widely across geographies, with 53% of employees in the Americas leading the charge for remote work. 60% of workers in Europe, Middle East and Africa (EMEA) want to be hybrid, coming in 1-4 days a week, and across Asia Pacific (APAC), 60% want to be in the office 3+ days a week.
What does C-level think about it? With XSF data from nearly 1,000 leaders across all industries globally over the last 2 years, we found a desire balanced across all three dimensions:
• 36% want to be in the office three days a week or more;
• 32% want to work remotely;
• 32% want to be flexible between the two, with 1-2 days a week in the office
This is a significant shift from the 66% of executives who wanted to be in the office 3+ days a week in 2020.
Productivity has been maintained, but the worker lacks connection
XSF also told us about the impacts of the pandemic on people. While we have remained as productive as we were before the pandemic, we have also learned:
• 78% adopt the new workplace system and want to continue working flexibly;
• 90% of remote workers feel productive and confident doing their jobs
There are clear reasons why people want to continue working from home. However, over the last three years, ties and connections in the workplace declined from 74% to 64%, and personal well-being dropped from 73% to 39%. Furthermore, learning and development has stagnated as mentoring is virtually non-existent. Employees are lacking in connection, both with the company culture and with colleagues.
People redefined the purpose of the job
The only driving force behind a return to the office – in whatever form – is connection. The learning that comes from a multigenerational workplace is gone, and as a result, only 56% of us are feeling connected when we work.
We are missing the meaningful conversations that bring people together. This lack of connection translates into an overwhelming feeling for employees that no one cares about them.
With only 54% of people feeling connected to the company's culture, it's becoming increasingly clear that organizations are not well equipped to foster a culture and keep people inspired and engaged in a virtual world.
We also learned that requiring people to work in the office or work from home is not the best way forward. Our data shows the best companies with the most productive and engaged employees offer autonomy and choice in where and when they work – whether it's staying home to do focused work or heading to the office to brainstorm or learn from colleagues. Our data indicate that:
• 74% of employees report a positive experience and engagement with flexibility about where to work;
• This drops to 48% when companies require presence in offices;
• 85% report positive experiences when given the choice of where to work;
• This drops to 45% when attendance is mandatory
We also found that people don't do the same kind of work in the office as they do at home. Employees said staying at home allowed them to focus, save time and travel costs, and juggle home and living needs. Being in the office gave them the opportunity to collaborate, innovate and socialize – and a sense of true human connection.
Cushman & Wakefield Experience Per Square Foot™
Around the world, clients are using XSF, from Cushman & Wakefield, to understand the needs of employees and adjust their spaces and policies more assertively.
Among the reports are improvements in the workplace that facilitated the transition of employees back to the office, savings with spending on amenities that would not have had an impact, access to data that shows how the space impacts employees, among others.
