解锁工作未来式（英）-凯捷研究院CRI-2020-56页_2mb

Summary: The Future of Work - From Remote to Hybrid

Core Content

The document explores the transformation of work environments from remote to hybrid, driven primarily by the impact of the COVID-19 pandemic. It highlights how the pandemic acted as an existential shock, forcing organizations to adopt remote work models rapidly without the need for gradual change management programs. This shift has led to a new "new normal" where remote and hybrid working are expected to be long-term trends.

Main Points

• Remote work is here to stay:

  • 75% of organizations expect 30% or more of their employees to work remotely.
  • Over 25% expect more than 70% of their staff to work remotely.
  • The average number of remote workdays per week is expected to rise from 1.4 days pre-pandemic to 2.4 days post-pandemic.
  • Companies like Twitter, Microsoft, Capital One, Siemens, and Groupe PSA have embraced remote or hybrid work policies.

• Hybrid working model:

  • A hybrid workforce includes employees working from traditional offices, remote locations, and shared spaces.
  • The model offers flexibility and choice, and it is seen as a way to enhance agility, collaboration, and innovation.
  • Organizations are encouraged to redefine leadership roles to include empathy, transparency, and data-driven decision-making.

• Productivity and cost benefits:

  • 63% of organizations reported productivity gains in Q3-2020 due to remote work, with average gains ranging from 13% to 24%.
  • 70% of organizations believe these gains are sustainable beyond the pandemic.
  • 88% of organizations have already seen real-estate cost savings, and 92% expect savings in the next 2-3 years.
  • Insurance and public sector organizations are the most optimistic about cost savings.

• Employee perspectives:

  • 61% of employees feel burnout due to remote work, with younger employees (31-40) being more affected.
  • 56% of employees fear the stresses of being "always on".
  • Half of new joiners would quit if remote work were the only option.
  • Employees cite flexible work schedules, reduced commute time, and less distraction as key factors in productivity increases.
  • They also mention difficulty in virtual collaboration and connecting with clients as reasons for productivity declines.

• Challenges and considerations:

  • Not all functions can transition to remote work. Production, R&D, and supply chain functions are less amenable to remote working due to their reliance on physical presence.
  • Organizations need to assess the "remoteability" of each role and redefine operating models accordingly.
  • There is a risk of creating a rift between knowledge workers (who can work remotely) and blue-collar workers (who are more tied to physical locations).
  • Automation and digital transformation can help bridge this gap by enabling more remote flexibility for certain roles.

Key Recommendations

1. Rethink talent sourcing: Expand to include freelancers and global tele-workers to access a broader talent pool.
2. Define authentic leadership: Promote autonomy, empathy, and transparency in leadership to support remote teams.
3. Reinvent work culture: Build digital communities and virtual rituals to maintain a sense of belonging and purpose.
4. Invest in digital infrastructure: Ensure secure, flexible, and cloud-ready systems to support seamless remote and hybrid operations.
5. Reimagine real-estate: Transform offices into collaborative hubs that foster culture, learning, and bonding.
6. Tailor employee experience: Adjust onboarding, learning, compensation, and performance management to fit hybrid models.
7. Establish a business case: Conduct impact assessments on key metrics to justify and sustain hybrid working models.

Conclusion

The shift from remote to hybrid work is a long-term trend that has been accelerated by the pandemic. While remote work offers productivity and cost benefits, it also presents challenges such as burnout, disengagement, and the need for new leadership and cultural approaches. Organizations must adapt and evolve their models to fully leverage the potential of hybrid working and ensure employee satisfaction and engagement.