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IDC FutureScape: Top 10 Predictions for the Future of Work

NEEDHAM, Mass.–(BUSINESS WIRE)–#AIML–The Future of Work predictions from International Data Corporation (IDC) signal an enduring adoption of hybrid work models by a majority of G2000 organizations, supported by broad adoption of automation and artificial intelligence and machine learning (AI/ML) technologies.

To keep pace with accelerating digital transformation initiatives and the realities of global health, climate, and social challenges, organizations must adopt more dynamic and hybrid ways of working. Workers must redefine themselves as members of dynamic and reconfigurable teams that can adapt quickly to business demands and new market requirements – anytime, anywhere, and from any physical location.

Driven by senior executives and executive boards, Future of Work initiatives will be enterprise-wide imperatives. Rapid adoption of more automated, cloud-based, and AI-enabled work practices will improve work productivity and introduce new, more agile ways of working. The insights gained from these digital-first ways of working will enable organizations to respond to the needs of customers and employees, driving improvements in employee retention and customer satisfaction.

“As organizations continue to define and refine work models best suited for their industries, they inevitably will need to calibrate the right deployment of automation, digital and physical workspace, and place technologies,” said Amy Loomis, research director, Future of Work. “Far from being a means to an end, deployment of these technologies is sparking new leadership conversations around empowering workers to be more autonomous and innovative working with IT, across functions and with clients.”

IDC’s Future of Work 2022 top 10 predictions are:

  • Prediction 1: By 2024, 80% of the G2000 will use AI/ML-enabled “digital managers” to hire, fire, and train workers in jobs measured by continuous improvement, but only 1 of 5 will realize value without human engagement.
  • Prediction 2: By 2023, G2000 line of business employees will use tools to automate their own work using codeless development, but 90% of these programs will fail without supporting COE and adoption methodology.
  • Prediction 3: 40% of the G2000 will see a 25% improvement in information usage by 2026 due to investments in intelligent knowledge networks that turn structured/unstructured data into findable and actionable knowledge.
  • Prediction 4: By 2023, digital transformation (DX) and business volatility will drive 70% of G2000 organizations to deploy remote or hybrid-first work models, redefining work processes and engaging diverse talent pools.
  • Prediction 5: 70% of enterprise businesses will have extensively invested in diversity, equality, and inclusion data, tools, and benchmarking by 2024 to define recruitment and human capital strategies.
  • Prediction 6: By 2023, 60% of G2000 businesses will deploy AI- and ML-enabled platforms to support the entire employee life-cycle experience from onboarding through retirement.
  • Prediction 7: DX-related IT skills shortages will affect 90% of organizations by 2025, costing over $6.5 trillion globally through 2025 due to delayed product releases, reduced customer satisfaction, and loss of business.
  • Prediction 8: By 2025, 90% of new commercial constructions/renovations will deploy smart facility technology supporting flexible workplaces and sustainably improving occupant experiences and operational performance.
  • Prediction 9: By 2023, 70% of connected workers in task-based roles will use intelligence embedded in adaptive digital workspaces from anywhere to engage clients/colleagues and drive enterprise productivity.
  • Prediction 10: G1000 firms will use intelligent digital workspaces with augmented visual technologies (hardware/software) in 8:10 regularly scheduled meetings by 2024 to enable high-performance distributed global teams.

These predictions are discussed in greater detail in a new IDC FutureScape report, IDC FutureScape: Worldwide Future of Work 2022 Predictions, (IDC #US47290521), which is available for download at: https://www.idc.com/events/futurescape?tab=latest-research.

The Future of Work predictions were also presented in a webinar hosted by Amy Loomis and featuring IDC Group Vice President Sandra Ng. Details and registration for an on-demand replay of the webinar can be found at: https://goto.webcasts.com/starthere.jsp?ei=1488683&tp_key=e6617ef757.

Finally, IDC has published a blog which further explores the implications of this year’s Future of Connectedness predictions. The blog can be found at: https://blogs.idc.com/2021/11/18/idc-futurescape-worldwide-future-of-work-2022-predictions/.

About IDC FutureScape

IDC FutureScape reports are used to shape IT strategy and planning for the enterprise by providing a basic framework for evaluating IT initiatives in terms of their value to business strategy now and in the foreseeable future. IDC’s FutureScapes are comprised of a set of decision imperatives designed to identify a range of pending issues that CIOs and senior technology professionals will confront within the typical 3-year business planning cycle.

To learn more about IDC FutureScape reports for 2022, please visit: https://www.idc.com/events/futurescape.

About IDC’s Future of Work Practice

As organizations accelerate and expand digital transformation initiatives, traditional work models are no longer sufficiently nimble, adaptive, or scalable. IDC’s Future of Work research practice helps organizations recognize the necessity of moving to work models that support an increasingly diverse, distributed, and dynamic workforce securely, effectively, and productively. To learn more about IDC’s Future of Work research practice, please visit https://www.idc.com/promo/future-of-x/work.

About IDC

International Data Corporation (IDC) is the premier global provider of market intelligence, advisory services, and events for the information technology, telecommunications, and consumer technology markets. With more than 1,100 analysts worldwide, IDC offers global, regional, and local expertise on technology, IT benchmarking and sourcing, and industry opportunities and trends in over 110 countries. IDC’s analysis and insight helps IT professionals, business executives, and the investment community to make fact-based technology decisions and to achieve their key business objectives. Founded in 1964, IDC is a wholly owned subsidiary of International Data Group (IDG), the world’s leading tech media, data, and marketing services company. To learn more about IDC, please visit www.idc.com. Follow IDC on Twitter at @IDC and LinkedIn. Subscribe to the IDC Blog for industry news and insights.

Contacts

Michael Shirer

press@idc.com
508-935-4200

Working From Home Is the New Must-Have Benefit Employees Are Seeking - Prodoscore Research Confirms OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

Working From Home Is the New Must-Have Benefit Employees Are Seeking, Prodoscore Research Confirms

A Hefty Majority Say Remote Work Makes Them Happier vs. Working in the Office

IRVINE, Calif.–(BUSINESS WIRE)–While business leaders debate the pros and cons of remote work, employees are clear: they want to hold on to their ability to work from home. According to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software, the overwhelming majority of Americans (82.3%) are happier working remotely vs. working in the office.

Prodoscore Logo

But there are challenges. One that looms large for remote workers is the “fear of missing out,” a consequence of not being physically present in the office, where employees can be seen working diligently by upper management. Nearly a third of Americans surveyed (32.7%) said they are experiencing paranoia due to working remotely. Of those that are feeling paranoid:

  • 71.5% said it has impacted their productivity at work
  • 48.8% said they think they’re missing out on important conversations
  • 48.8% said they feel like they’re replaceable
  • 40.1% said it’s due to the inability to understand tone through virtual messaging
  • 19.8% were concerned other employees were talking behind their (virtual) backs

“Survey after survey, ours included, confirms that at the very least employees want a hybrid work option,” said David Powell, President of Prodoscore, “We are faced with massive resignations and retirements. Millions of jobs are not getting filled. It is critical that we rethink how we define our workplaces, so that our employees are not paranoid, are able to be their most productive, and don’t want to quit.”

A Dedicated Home Workspace Makes All the Difference

Managers can foster productivity and a positive WFH experience by ensuring their teams have a designated, well-equipped home workspace.

Prodoscore’s research shows that nearly all remote workers (93%) believe having a dedicated home office makes WFH more enjoyable and boosts productivity. For many employees, this perception comes from firsthand knowledge: almost two-thirds (65.2%) of Americans surveyed who work from home have a designated home office.

Who’s going to bear the cost to equip the home office? Two-thirds of employees (66.4%) expect their employers to provide them with tools for success, whether that’s the necessary technology or the ergonomically correct chair and desk.

  • Expectations vary widely between generations. Those between the ages of 18 and 39 are more likely to expect their employer to outfit their workspace (77.5%), compared with Americans between 55 and 65 and above (48%).

Early in the remote worker phenomenon, there was speculation that employees would move to less expensive locales or even far-flung locations, given the opportunity. But that has not proved to be the case. Our research shows that remote workers are staying put, with only a small percentage (11.8%) moving out of the city where their office is located. Of those who moved, 44.8% reported it was somewhere with a lower cost of living.

The Younger the Children, the More Difficult WFH Becomes

Highlighting the critical need for a dedicated workspace is the reality that more than two-thirds of working parents (69.5%) had their children at home with them. The level of difficulty reported was directly proportional to the age of the respondent’s children.

  • Not surprisingly, the younger the age of the children, the harder WFH is for parents: nearly two-thirds (60%) of parents of children between newborn and 2 years say that having kids at home made it difficult to work remotely.
  • For employees between the ages of 25 and 39, more than half (58.9%) reported WFH with young children was challenging. This cohort had more children under the age of 12 than any other group.
  • Across generations, less than half ( 41% ) said it was difficult having a child at home while working remotely.

“This research demonstrates that while working from home is preferred over commuting to an office daily, it is not without its challenges,” Powell said. “For parents of young children, whether they work at home or on-site, the juggle remains intact. How can upper management help? One easy fix is to ensure that our employees have a well-designed workspace, as well as access to the tools to succeed. We need to make decisions based on the reality that our success as a company is dependent on employees’ happiness and productivity.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about working from home, the importance of dedicated workspaces and some of the challenges they are facing.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | nadine@prodoscore.com
Alessandra Nagy | VP, Bospar PR | 714.310.4439 | alessandra@bospar.com

More than one in 10 Americans resigned during the pandemic due to increased stress at work OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer

More than one in 10 Americans resigned during the pandemic due to increased stress at work

LifeWorks Mental Health Index™ indicates a decline in mental health after several months of improvement

LifeWorks Logo EN

CHICAGO–(BUSINESS WIRE)–LifeWorks, a leading provider of digital total wellbeing solutions, today released its monthly Mental Health Index™, revealing a negative mental-health score among Americans for the 18th consecutive month.

Key findings:

  • Overall mental-health score of -3.8 compared to the pre-pandemic benchmark, marking the first decline after four consecutive months of improvement.
  • In the latest survey, nearly one-third of Americans (30 percent) reported that they are either considering or are unsure about leaving their current job. These groups also reported a mental-health score more than 11-points worse than those who are not considering leaving their jobs.
  • The 17 percent of respondents who indicated that they are considering resigning from their job are reporting the lowest mental-health score (-16.1).
  • Sixteen percent of respondents have resigned due to changes in their physical health and this group has among the least favorable mental-health scores (-24.7).

Older employees more likely to consider resigning due to feeling underappreciated:

  • Older employees are feeling underappreciated in the workplace at a disproportionate rate, with eight percent of respondents between the ages of 40-69 citing lack of appreciation as the reason for considering resignation, compared to three percent of those aged 20-39.
  • Among all respondents, those under 40 years old are more than twice as likely to consider resigning from their job than respondents over 50 years old.
  • Parents are more than four times more likely than non-parents to report resigning during the pandemic.

Comments from president and chief executive officer, Stephen Liptrap

“Employees have faced incredible challenges over the last year and a half, both inside and outside of the workplace. As many continue to experience the increased mental stress related to work, resignations are an inevitable consequence that is becoming a harsh reality for many organizations. Employers need to recognize an increasing condition of employment for Americans is to provide ongoing resources facilitating a culture that supports individual mental health needs. Employees are the backbone of any organization and prioritizing employee wellbeing is critical in order to retain talent.”

Nearly half of Americans have not been asked by their employer about working preferences, contributing to poorer mental health:

  • Nearly half (46 percent) of respondents report that their employer has not asked them about their working preferences for the post-pandemic workplace.
  • Over one-third (35 percent) of respondents report that their employer has asked them about their working preferences.
  • Managers are twice as likely as non-managers to report that their employer has asked about working preferences.

Comments from global leader and senior vice president, research and total wellbeing, Paula Allen

“Our research indicates a clear connection between feeling valued at work and favorable mental health across the United States. Part of feeling valued is being heard and showing appreciation. We were surprised to see that mid and later career individuals were the most likely to consider resigning as a result of feeling underappreciated. There is a lot of focus on younger employees now, which is important, but that should not mean older employees are taken for granted.”

The full American LifeWorks Mental Health Index™ report can be found here. This month, the report includes additional insights on changes in mental strain and stress, preferences for the post-pandemic workplace environment, impact of salary on job satisfaction and more.

About the Mental Health Index

The monthly survey by LifeWorks was conducted through an online survey from September 2 to September 10, 2021, with 5,000 respondents in the United States. All respondents reside in the United States and were employed within the last six months. The data has been statistically weighted to ensure the regional and gender composition of the sample reflect this population. The Mental Health Index™ is published monthly, beginning April 2020, and compares against benchmark data collected in 2017, 2018, 2019.

About LifeWorks

LifeWorks is a world leader in providing digital and in-person solutions that support the total wellbeing of individuals. We deliver a personalized continuum of care that helps our clients improve the lives of their people and by doing so, improve their business.

ID-CORP, ID-MH, ID-US

Contacts

Heather MacDonald

LifeWorks

media@lifeworks.com
1-855-622-3327

Angela Pinzon

Kaiser & Partners

angela.pinzon@kaiserpartners.com
1-647-295-0517

New Hires During the Pandemic Report Feeling Disconnected From Colleagues OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

New Hires During the Pandemic Report Feeling Disconnected From Colleagues

Personality Tests Could Help Bridge the Digital Divide Separating CoWorkers

NEW YORK–(BUSINESS WIRE)–Employees who started new jobs remotely during the pandemic are gradually adapting to the evolving fully remote and hybrid work environments, but many are struggling to make meaningful connections with colleagues, according to a recent survey of HR professionals conducted by Principles at the 2021 HR Tech Conference.

Ninety-four percent of HR professionals surveyed revealed they have onboarded new employees during the pandemic who have only interacted with their colleagues virtually and have not met anyone in person. Of these, 31 percent reported that while new hires are adapting in some respects, they are struggling to make connections with their coworkers. More alarming, 10 percent were unsure how these new hires were adapting in a virtual environment – highlighting a concerning disconnect between HR executives and the employees they onboard.

Onboarding and Remote Operating Strategies Throughout the Covid-19 Pandemic

When asked about pandemic and future operating models, the survey found that:

  1. Pandemic Operating Models: 44 percent of respondents’ companies operated fully remote throughout the pandemic; 36 percent followed an optional remote/in-office format; and 15 percent followed a mandated hybrid model.
  2. Future Operating Models: 49 percent of respondents are adopting an optional remote/in-office model for the future; 23 percent will be fully remote moving forward; and 19 percent will have a mandated hybrid model. Only six percent are requiring all employees to be on-site in the office.

“While workplaces quickly adapted to remote work at the start of the pandemic, no one was prepared for how long the pandemic would last and the permanent impact it would have on the workplace,” said Jeff Taylor, GM and Chief Customer Officer at Principles. “When hiring picked back up, HR professionals were faced with the challenge of welcoming new employees and integrating them into the company culture without ever meeting in person. The survey shows that we are now dealing with a workforce that is disconnected and disengaged due to the challenges of remote onboarding and operating. HR professionals need to find a way to fill in this gap or else they will run the risk of increased turnover at their organizations.”

As the majority of companies will operate with some remote work moving forward, the survey highlights the necessity for managers to be more aware of the disconnects that can occur in a remote or hybrid workplace between co-workers and the need to leverage new tools and strategies to help employees build better relationships.

Using Personality Assessments to Improve Employee Retention & Engagement

To gauge how companies have been dealing with this disconnect, the survey asked respondents if they have utilized personality assessments in the workplace for team building and management purposes. The survey found that:

  1. 54 percent of respondents believe that personality assessments help people understand their strengths and areas where they might improve, and;
  2. 48 percent said that they allow you to build better teams, however;
  3. 62 percent of those same respondents’ companies don’t utilize personality assessments.

“The truth is that employees feel disconnected, and companies are struggling to find compelling new ways to improve communication, engagement, and team-building to address this disconnect,” said Taylor. “Looking to the future, if organizations want to recruit and retain top talent, they should consider leveraging data-enabled tools to gain deeper insights into employee’s approaches to work, which can help to assemble the best teams and identify the most optimal staffing structures. Using Principles’ tools, organizations can empower all their employees – from CEOs to new entrants – to better understand themselves, understand others, and help others understand them.”

About Principles

Principles is a people management software company that offers an integrated suite of enterprise tools to help organizations improve employee, team and company performance. Its most recently launched product, PrinciplesUs, is a best-in-class personality assessment that provides deep insights into what individuals and teams are like, and how team members can use that understanding to improve their relationships and the ways in which they interact. Learn more at http://www.PrinciplesUs.com.

Contacts

Breanna King

Prosek Partners

pro-principles@prosek.com

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Americans Are Willing to Work Longer Hours to Continue Working from Home

While the Right Perks Can Drive Some Employees Back to the Office, Nearly 25% Won’t Go Back Under Any Circumstance

IRVINE, Calif.–(BUSINESS WIRE)–Now that Americans have had a taste of working from home, many are reluctant to go back to the office full-time, according to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software. The company today announced the results of its research, which assesses employees’ attitudes and willingness to return to a pre-pandemic workstyle environment.

Prodoscore Logo

While many American business leaders are eager to hit the resume button and have their workplaces go “back to normal,” employees are more reluctant. A majority of Americans (75.6%) have returned or are expecting to return to the office full time, but nearly a third are unhappy about doing so. And, as evidenced by the Great Resignation, they are willing to put their job on the line to avoid the prospect: about a third of Americans (27.1%) reported they left their job or plan to rather than work full time in an office.

“The pandemic caused Americans to re-examine long held beliefs about the way we work,” said David Powell, President of Prodoscore. “We learned, for example, that we don’t have to be on site in a traditional office environment to keep the engine of commerce going. American employees have embraced the flexibility and work-life balance that working remotely delivers, and are looking to hold on to those benefits, even if they return to the office full time.”

Adapting to the Changing Workplace

The pre-pandemic, traditional workplace is no longer the dominant model in the American business environment. More Americans are working for a company that is implementing a hybrid work model (38.3%) than a traditional, full-time model (37.3%). Back in the office, employees are looking to bring elements of work from home with them. More than a third (39.2%) dress more casually in the office.

Employees Are Open to Change in Order to Work From Home

The survey shows that Americans are willing to make changes in exchange for working from home. Nearly 40% said they are comfortable with business leadership having visibility into their workday productivity; more than one-quarter (28.1%) will work longer workday hours; 16.% will take a pay cut; and 13.4% will forfeit company retirement contributions.

Working from Home Fosters a Work-Life Balance

Why the reluctance to go back to the office? Americans don’t want to give up the benefits of having work-life balance and the subsequent improvements in their physical and mental health – 43.6% said their physical health and 36.7% said their mental health have been impacted positively since working from home.

Perks Drive Willingness to Return to the Office

Under what circumstances would Americans return willingly to the office?

A majority of Americans would commit to working 100% in-office if it was a four-day work week, while more than a third would go back if they were given free lunches weekly or commute stipends. Nearly 30% said they would willingly return to the office if they had unlimited PTO. More Americans (19.6%) want a pet-friendly workplace than daycare available in the office or for free (16.3%).

But nearly a quarter of employees said there were no perks that would encourage them to work in the office full time – and there is absolutely nothing they miss about being in an office.

What Do Employees Miss About Office Life?

The lack of social interaction can’t be overlooked when discussing work from home scenarios. The one overriding element that employees miss the most when they’re not in the office full-time is their coworkers (48.2%). Spending time with co-workers is also their favorite part about being in an office. Nothing else comes close – not the snacks (5.4%) or free lunches (3.5%), not being away from the kids (6.2%), not having time to talk on the phone or listen to podcasts during the commute (2.8%).

“A distributed workforce, enabled by technology and productivity tools, is not the future – it is what is happening now,” said Powell. “As business leaders we need to get on board with this, to ensure that we are using the available tools to provide the flexibility our employees require and to facilitate – and then trust in – their ability to deliver at the highest performance levels, no matter where they are physically based. To attract and retain the best talent, this needs to be our charge.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about their attitudes and willingness to return to the office full time, following the pandemic lockdown.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | nadine@prodoscore.com
Alessandra Nagy| VP, Bospar PR | 714.310.4439 | alessandra@bospar.com

With Employers and Employees Battling Over Remote Work Policies, Leading AI Provider Introduces Program With Fair, Equitable Solution Based on Data, Not Opinion

enaible Equalizer yields insights on working from the home, the office or adopting a hybrid model

enaible reports that companies spent $43,765 annualized per employee for emails, meetings and other communications activities during the pandemic

BOSTON–(BUSINESS WIRE)–#AI–With so many employers struggling to develop fair and equitable remote or hybrid workplaces, and with employees striving to prove they are productive when not working in the office, enaible Inc., a leading artificial intelligence provider, introduced enaible Equalizer. The new solution will help employers develop and implement fair and equitable policies for employees on where and how they work. This solution also provides employees with the ability to demonstrate their productivity wherever they are working and over a set period of time

enaible logo

enaible’s artificial intelligence uses companies’ data to help employees and employers work smarter and better. It provides both employees and employers with a powerful approach to develop “where you can work” policies. This is an effective business intelligence solution for companies to make key work-life decisions based on facts and not opinions.

With more U.S. workers quitting their jobs than at any time in the last 20 years, and with job openings hitting their highest levels in decades, workers are using their market advantage to press for post-pandemic perks such as workplace flexibility. enaible Equalizer can facilitate remote work while helping employees to improve their productivity in and out of the office, giving employers an attractive selling point for recruitment and retention.

“Employers are struggling with workforce location policies, and enaible Equalizer, which is backed by real data and comprehensive analytics rather than opinions, will help make those decisions fairly and equitably,” said Dr. Tommy Weir, founder and CEO of enaible. “For employees, enaible provides them with the ability to privately track their progress and demonstrate their productivity credibly whether they are working at the office, at home or in a hybrid arrangement.”

enaible pioneered the next generation of Human Activity Recognition machine learning that takes a holistic approach in providing a more thorough and fair analysis of work habits to benefit both employers and employees. Recognizing that every job and every person is different, it identifies these distinctions with millions of data points that are converted into digestible and actionable insights for employers as well as employees as they navigate their options.

enaible has been providing this solution to select Fortune 500 companies but, because of increased demand, enaible extended and broadened the offering so more employers, those with 5,000 or more employees, could take advantage of it. Cost for the program is $48 per month per employee.

“If you are focusing only on where your employees will work – office, home or hybrid – then you are significantly underestimating the pandemic’s impact on the workplace,” said Dr. Weir, who holds a doctorate in strategic leadership and is a pioneer in advancing productivity solutions in both academic and corporate circles. “This is a once-in-a-century chance to rethink how we work and how to make working a more productive and better experience.”

How It Works

Instead of evaluating hundreds of KPIs, metrics and circumstances in isolation, enaible intelligently learns what employees are working on, when they are working on it and intelligently determines what really matters from the standpoints of productivity and outcomes. These discoveries can enable employers to bring out the best in their employees whether they are working at the office, at home or in a hybrid model. Employees and employers can compare the effectiveness of their work for the days they are in the office and the days they are not.

Benefits to Employees

This artificial intelligence solution provides employees with the best ways to optimize how they work and gives them a foundation of insights based on real data. The program offers employees highly customized, highly personalized insights into how they can create better work habits and become more productive. It also offers guidance and inducements so that employees do not leave work feeling exhausted. Employees are provided the ability to privately track their progress and demonstrate productivity credibly no matter where they are working.

“Whether employees are at the office or at home or working from another offsite location, enaible provides them with valuable insights into work habits that could be affecting their productivity,” added Dr. Weir.

War on Talent

As many employers take a wait-and-see attitude with regard to who returns to the office, studies show that market demand for top-tier talent is at an all-time high. “Employers cannot delay accommodating employees who want to work from home at least some of the time while still being productive,” says Dr. Weir. “If they do, those employees will go elsewhere.”

Underscoring the risks of inaction to employers, a new study by the Becker Friedman Institute for Economics at the University of Chicago found that 42 percent of employees currently working from home either would leave their jobs if compelled to return to the office or would look for new jobs with the opportunity to work remotely.

“Although employees like work-from-home and hybrid plans, such arrangements are doomed if managers either do not know or are uncertain how productive their employees are when they are not in plain sight,” says Dr. Weir. enaible Equalizer helps managers better understand what works best for their workers, guiding policy decisions while improving productivity and competitiveness.

Lessons from the Pandemic

According to enaible’s own data from a sample of 50,000 users, managers need to recognize other key facts changing the workplace:

  • Since the start of the pandemic, enaible reports 53 percent of employees who are working from home are spending more time in meetings, significantly reducing the amount of time devoted to focused, uninterrupted work.
  • During the pandemic, enaible reports that companies spent $43,765 annualized per employee for emails, meetings and other communications and coordination activities during the pandemic.
  • enaible reports that productivity among remote workers fell by an average of 7 percent because of added time spent in meetings and responding to email. That decline reached a whopping 20 percent at some companies.
  • Although remote workers may have saved as much as 4.5 hours weekly in commuting, (according to U.S. Census Bureau data), enaible reports that remote workers spent an average of 4.6 additional hours weekly on the job, resulting in no net time savings.

Companies that are deploying enaible Equalizer are obtaining a fairer and more accurate assessment of individual employees’ productivity at home, at the office or in a hybrid work model. Executives are using this information to ensure employees have the right support and guidance depending upon where and how they work.

“The decisions executives will be making in the coming weeks can have long-term effects. Whatever model they choose, the productivity of their employees will determine how investors react as they examine productivity as a profitability driver,” said Dr. Weir. “Hybrid isn’t just a new way to work, it’s literally a rewiring of how things get done. It is the biggest shift in work in a century, and artificial intelligence empowering employee productivity is the key to making hybrid and remote work succeed.”

About Dr. Tommy Weir

Dr. Tommy Weir spent two decades coaching CEOs and conducting cutting-edge leadership research which allowed him to see how flat productivity creates unnecessary margin pressure. Dr. Weir built the world’s first Leadership AI Lab, where data scientists and leadership experts combine real-time data with employee behavior to predict future action and recommend actions for a company’s leaders. Combining his rich leadership experience with breakthrough data science methodologies as founder and CEO of enaible Inc., he now focuses on applying AI to help employees Get Better | Work Smarter | Achieve More. Dr. Weir holds a doctorate in strategic leadership from Regent University. He is a prolific author, sought-after speaker and former visiting scientist at MIT Media Lab. Follow Dr. Weir on Twitter @tommyweir.

About enaible

enaible Inc. pioneered the next generation of Human Activity Recognition so employers and employees can get better, work smarter and achieve more. By using customers’ existing systems data, enaible’s AI-empowered platform learns how employees work and uses that understanding to optimize workforce productivity through hyper-personalized, actionable recommendations that help employees excel while driving better business competitiveness. enaible is headquartered in Boston. To learn more, please visit https://enaible.io. Connect with us on LinkedIn, follow us on Twitter.

Contacts

Loretta Healy

The Hubbell Group, Inc.

Cell 1-781-718-1117

Email lhealy@hubbellgroup.com

Erin Daigle

The Hubbell Group, Inc.

Cell 781-815-2827

Email: edaigle@hubbellgroup.com