2021-05-31-微软-下一次大颠覆是混合型工作——我们准备好了吗_（英文）_38页_2mb

2021 Work Trend Index: Annual Report Summary

Core Content

The 2021 Work Trend Index report highlights the transformation of the workplace due to the global pandemic and the emergence of hybrid work as the new norm. It presents data and insights from over 30,000 employees in 31 countries, along with analysis of productivity and labor signals from Microsoft 365 and LinkedIn. The report emphasizes that the future of work is hybrid, and leaders must adapt to retain talent and foster a productive, inclusive environment.

Main Trends

1. Flexible Work is Here to Stay

• 73% of employees want flexible remote work options to continue.
• 67% of employees desire more in-person collaboration post-pandemic.
• 66% of business leaders are considering redesigning office spaces to accommodate hybrid work.

2. Leaders Are Out of Touch with Employees

• 61% of leaders say they are "thriving," compared to 38% of non-leaders.
• Leaders tend to be more established, male, and information workers.
• Gen Z, women, frontline workers, and early-career individuals report more challenges.
• 37% of employees feel their companies are asking too much of them.

3. High Productivity is Masking Exhaustion

• 54% of employees feel overworked.
• 39% feel exhausted.
• Digital exhaustion is rising due to increased meeting and chat frequency.
• 62% of Teams calls and meetings are unscheduled, contributing to overload.
• In February 2021, 40.6 billion more emails were sent compared to the same month in 2020.

4. Gen Z is at Risk and Needs Re-energizing

• 60% of Gen Z workers say they are merely surviving or struggling.
• They are more likely to experience isolation, lower motivation, and lack the resources to work from home.
• 20% of Gen Z workers in education, 21% in travel and tourism, and 23% in healthcare have cried with a coworker during the pandemic.
• 17% of Gen Z workers are more likely to be their authentic selves at work now.

5. Shrinking Networks Endanger Innovation

• Remote work has led to a decline in interactions with distant networks.
• 5% fewer people are sending messages in Teams channels (for the whole team) compared to April 2020.
• 87% more people are sending small group or one-on-one chats.
• -9%, -10%, and -9% reductions in strategic thinking, collaboration, and idea proposal among those with weaker workplace relationships.

6. Authenticity Drives Productivity and Wellbeing

• 39% of employees are more likely to be their authentic selves at work now.
• 31% are less likely to feel embarrassed about their home life at work.
• Personal interactions like sharing family moments or emotional support can lead to +23% in productivity and +9% in wellbeing.
• Black and U.S. Latino workers report more difficulty in building relationships and feeling included in hybrid settings.

7. Talent is Everywhere in a Hybrid World

• 46% of employees plan to move locations this year, indicating remote work has expanded career opportunities.
• Remote job postings on LinkedIn increased 5x during the pandemic.
• Women, Gen Z, and those without a graduate degree are more likely to apply for remote positions.
• Hybrid work enables companies to build diverse, high-performing teams from a global talent pool.

Key Challenges

• Digital exhaustion is a growing concern, with employees facing increased communication demands.
• Siloed teams are becoming more common due to remote work, reducing cross-team collaboration and innovation.
• Isolation and lack of inclusion affect younger and underrepresented groups more significantly.
• Leaders must lead by example to combat digital exhaustion and rebuild social capital.

The Way Forward

1. Create a plan to empower extreme flexibility for employees.
2. Invest in space and technology to bridge the physical and digital work worlds.
3. Combat digital exhaustion from the top by setting clear boundaries and promoting well-being.
4. Rebuild social capital and culture through meaningful interactions and inclusive practices.
5. Rethink employee experience to attract and retain diverse talent in a hybrid world.

Conclusion

The shift to hybrid work is not just a trend, but a fundamental change in how we work. Employees now expect flexibility, inclusion, and support. Leaders must recognize the human cost of digital overload and take steps to foster authenticity, rebuild networks, and ensure a balanced, sustainable work environment. The report underscores that the future of work is not just about where we work, but how we connect, collaborate, and thrive.