Summary of the 2022 Labor Trends Index Report – Latin America News Center

After nearly a year of hybrid work, not everyone agrees on how it’s going. Now more than ever, it’s every leader’s job to balance the interests of employees with the success of the organization and align everyone around more impactful work. To help, Microsoft surveyed 20,000 people in 11 countries and analyzed trillions of productivity signals from Microsoft 365, along with job trends from LinkedIn and findings from Glint People Science.

The data points to three urgent steps for leaders to empower people within the new ways we work. Because when employees thrive, organizations grow stronger.

  1. Put an end to productivity paranoia. People are working harder and harder than ever, but leaders are increasingly concerned that the most important work is not getting done. This “productivity paranoia” is an urgent call for leaders to provide clarity on what work is truly impactful and to listen to their employees.

    • 87% of employees report that they are productive at work.
    • 85% of business decision makers say the shift to hybrid working has made it hard to trust people to be productive.
    • 48% of employees and 53% of managers report that they are already burned out at work.
    • 43% of employees can say with confidence that their company asks for their feedback at least once a year, which means that more than half of companies rarely hear about their employees’ experiences at work (57%) .
  1. Accept that people come to the office to see their colleagues. The office can help rebuild social capital, but it is important to stop thinking that it is necessary for all kinds of work. Reconnecting with co-workers and rebuilding team bonds motivates employees to come to the office, especially younger workers. And authentic digital communication is critical to keeping people connected in and out of the office.

    • 82% of decision makers say they are concerned about employees returning to the office in person.
    • 73% of employees and 78% of decision makers say they need a better reason to come to the office than just company expectations.
    • 84% of employees would be motivated by the promise to socialize with their co-workers to go to the office, while 85% would be motivated by the promise to rebuild team bonds.
    • Employees would go to the office more often if they knew their direct team members would be there (73%) or if their friends from work were there (74%).
  1. Rehire your employees with retraining. Companies today don’t just compete with their peers for the best talent; they also compete with the lure of the maker economy, side jobs, and entrepreneurship. Recruiting an employee doesn’t end when he accepts your job offer: Leaders must continually rehire their people with skills and opportunities for growth, otherwise they risk losing them.

  • 56% of employees and 68% of BDMs say there aren’t enough growth opportunities at their company to stay long-term.
  • 55% indicate that the best way to develop their skills is to change companies.
  • More than 2 in 3 employees also say they would stay with their company longer if it was easier to switch jobs internally (68% overall; 73% Gen Z/Millennial employees). That rises to 3 out of 4 for managers (75%) and decision makers (77%), revealing a powerful retention tool for the leadership team.
  • If they could benefit more from learning and development support, 76% of employees say they would stay with their company longer. This amounts to 83% among decision makers.

Tags: Labor Trends Index

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