IDC FutureScape - Top 10 Predictions for the Future of Work OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

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

56 Percent of Surveyed HR Executives Cite Lack of Mission Critical Resources to Navigate Future Workplace OutBuro lgbtq professional entreprenuer networking online community gay lesbian transgender queer

56% of Surveyed HR Executives Cite Lack of Mission-Critical Resources to Navigate Future Workplace

National Survey Findings Confirm Most Organizations Embracing Digital Transformation, But Challenges Remain in Managing New Normal of Hybrid Work

HAYWARD, Calif.–(BUSINESS WIRE)–Ripcord, the world’s first robotic digitization company, today announced the release of “The State of Digital in HR Survey” results of more than 800 senior level executives and HR professionals covering the current state of HR practices and documentation. The findings revealed while progress has been made towards businesses embracing digital transformation, resources were named the primary barrier. Most notably the technology sector has experienced significant backlog issues for HR paperwork since the COVID-19 pandemic began.

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The pandemic has upended the workplace in a variety of ways, creating new hybrid and remote workplace models, and causing business executives to accelerate planned workforce investments, such as digitization. Considering this shift, Ripcord asked HR directors, VPs, CHROs, and CPOs about the impact COVID-19 has had on digital initiatives in HR management, particularly how businesses manage documents, data and employee information.

Key Findings

  • Most (71.80%) of respondents have experienced significant backlog issues for HR paperwork since the COVID-19 pandemic began, a situation that might inevitably lead to other business management issues.
    • This is the central issue for nearly all (98%) respondents affiliated with the technology sector, a reflection of tech’s job market which has been dynamically evolving in the past 18+ months with the creation of new remote and hybrid working arrangements, new spending priorities for businesses around IT infrastructure, automation and the huge shift towards e-commerce.
  • A majority (74.78%) reported that the current method for managing HR documents is working, however, one in four (25.22%) admitted they are still struggling to manage documents in a post-pandemic workflow.
  • Two in three respondents (62%) have shifted towards digital-only documentation, however, for approximately 40% respondents paper still holds strong value.
  • Nearly half of the respondents (45.47%) believe they will be fully digital in the next two to five years, while slightly over 1 in 10 (11.68%) think they will rely solely on paper.
  • While advancing digital transformation, lack of resources was the primary barrier for more than half of the respondents (56.02%), followed by technology readiness (48.94%). Budget, however, was named the least significant obstacle (40.62%).

“We know that many enterprises express a desire to go fully digital but still rely heavily on paper-only management tools,” said Kevin Hall, CTO and Co-founder of Ripcord. “There is tremendous opportunity to assist business leaders to kick-start their digital transformation journey and address immediate needs, such as IT infrastructure and document management, to ensure a successful path to digital,” Hall added.

Looking Ahead – Harnessing the Power of Digital Transformation

  • Businesses still struggle with navigating the digital landscape (25%) and there is a greater need for digital solutions to help those enterprises embrace the transition.
  • The time to initiate the process towards digital transformation is now — with the job market trends evolving, the HR documentation backlog will only lead to further business management issues leaving companies behind and affecting their operations and market competitiveness.
  • Reliance on paper-only management solutions will harm the companies’ effectiveness in managing operations and employees as the business world is shifting towards digital tools and new technologies. Hence, digitization experts can help dispel common fears and misconceptions about digitizing efforts.
  • Digitization experts should view themselves as trusted advisors and counselors to help overcome the technology readiness barrier that’s preventing businesses from going digital.

“Companies behind on digital transformation efforts are seeing it impact all aspects of their business, especially human resources,” said Brooke Bento, Chief People Officer & Chief of Staff at Ripcord. “HR professionals are bogged down with a backflow of paperwork from transitioning to a remote or hybrid workforce, and they need more digitization resources. When one area of your HR workflow is struggling, this will inevitably lead to other issues down the road, so it’s important for companies to address this issue now,” Bento added.

The respondents, 50% of which were human resources professionals at the VP level or higher, represented technology (23.60%), followed by retail (14.91%), healthcare (16.65%), manufacturing (13.04%), energy (7.45%), education (11.55%), and the financial (8.57%) sectors. Business sizes ranged from 1-50 and 5,000 and greater, located across the U.S.

For additional survey findings, visit Ripcord’s website here.

About Ripcord

Ripcord is transforming the $62 billion records management, RPA, MPS, and ECM space through robots that scan, index and categorize paper records, making them searchable in the cloud and integrated into existing enterprise systems. Ripcord is based in California. and has raised $65 million from leading investors including Kleiner Perkins, Google Ventures, Baidu, Lux Capital, Silicon Valley Bank, Steve Wozniak, Legend Star, and Icon Ventures. For more information about RIPCORD, visit www.ripcord.com.

Contacts

Agata Porter

ripcord@matternow.com

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health OutBuro lgbtq employess professionals networking online community

BAI Survey of Financial Services Employees Shows Over a Third Feel the Pandemic Has Had a Negative Impact on Their Mental Health

CHICAGO–(BUSINESS WIRE)–Recent research by BAI, a nonprofit independent organization that delivers the financial services industry’s most actionable insights, reveals that while employees’ work/life balance has improved during the pandemic, their mental and physical health and work load have been negatively affected. HR leaders are taking note and looking at ways to preserve the positive impacts of the pandemic work environment, while helping employees work through the personal challenges they are facing.

BAI logo 2018

BAI surveyed more than 250 financial services employees to better understand how the pandemic had affected their personal and professional lives. While the results on work/life balance were positive, the research showed a negative 37% net impact on mental health, a negative 13% net impact on physical health and a negative 22% net impact on workload.

“Increased remote work arrangements with more flexibility in where and when employees work has predictably had a positive impact on work/life balance,” said Karl Dahlgren, managing director at BAI. “However, for the long-term health and engagement of their employees, it is important for financial services leaders to better understand and act on other negative impacts from the pandemic.”

BAI hosted a Fireside Chat Webinar, “The Impact of the Pandemic on Financial Services Leaders,” to walk through the study and discuss how leaders can help employees with things like mental health and workload challenges. Participants included Catherine Garret, Senior Vice President, HR Operations, Technology and Compliance at Comerica Bank, and Dannielle Brown, Head of Employee Experience at M&T Bank. Moderated by Holly Hughes, Chief Marketing Officer at BAI, the discussion included real examples of how the participants are working to help their employees during these transitional times, including extending mental health services, monitoring employee workloads through analytics, and creating manager resources to help employees transition back to the office. The webinar was published November 9 and can be accessed on demand.

About BAI

As a nonprofit, independent organization, BAI has delivered the financial services industry’s most actionable insights for more than 95 years, helping leaders make smart business decisions every day. We provide in-depth, proprietary research to more than 40 of the top US banks, support more than 2,100 financial services organizations with compliance and professional development training, provide trusted, relevant thought leadership through BAI Banking Strategies reports, podcasts and webinars, and offer specialized events and programs. For more information, visit www.bai.org.

Contacts

Kendall Carwile

William Mills Agency

678-781-7224

kendall@williammills.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

Remote Workers Fear Missing Out on Promotions OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Remote Workers Fear Missing Out on Promotions

Employers must not take an “out of sight, out of mind” approach to team decisions

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#Questionmark–Some 60 percent of remote workers fear that working from home could hinder their career development.1 As firms continue with hybrid working arrangements, employers risk making decisions about promotions and development based on who they see most often, rather than who is best for the job.

Questionmark, the online assessment provider, warns employers to ensure managers are given the right tools, training and data they need to make fair decisions, and avoid unconscious bias, which may take many forms.

“Proximity bias” is an unconscious tendency to favor those who we see regularly. Increasingly-popular hybrid working arrangements mean teams are more likely to be working from different locations. This could lead to those who work remotely, or who are not in the office at the same time as relevant decision makers, being disadvantaged.

Neil McGough, General Manager of Questionmark, said: “Now more than ever, employers need to put the right people in the right roles. In a world where teams are disparate, they cannot allow themselves to fall into an ‘out of sight, out of mind’ mentality. They must ensure that decisions on promotions, team structures and career development are based on real evidence.”

By checking the skills of workers through online tests and assessments, employers obtain real information about the strengths and weaknesses of individual team members. This can help them challenge any unconscious biases, including proximity bias, and make important people decisions, such as promotions and internal appointments, based on real information. This makes it easier to promote the right people and create appropriate career development opportunities for each team member.

The Questionmark enterprise-grade platform makes assessment content easy to create and adapt. The platform automatically marks papers and instantly compiles results. It is easy to spot trends and patterns. When the stakes are high, the platform provides a range of anti-cheating measures.

www.questionmark.com

Ends

Notes to editors

About Questionmark


Questionmark unlocks performance through reliable and secure online assessments. Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.siliconrepublic.com/advice/proximity-bias-remote-working

Contacts

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527

Americans Are Willing to Work Longer Hours to Continue Working from Home OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

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

Remote Launches Interactive, Global Ranking of Best Destinations For Remote Workers OutBuro lgbt professional entreprenuer networking online community gay lesbian transgender queer bisexual nonbinary

Remote Launches Interactive, Global Ranking of Best Destinations For Remote Workers

Remote analyzed every country in the world to determine the best places to work remotely; Toronto, Madrid, and Auckland top the list; others offer unique tax, cash, visa, and other compelling incentives.

SAN FRANCISCO–(BUSINESS WIRE)–Remote, a global HR startup that helps companies pay and manage international workers, today released a first-of-its-kind Best Destinations for Remote Work report that showcases the top 100 global destinations for remote workers, along with unique insights into location-specific incentives. The report is paired with an interactive tool and database with information on hundreds of cities across the world for users to create personalized rankings on where to work remotely based on their individual preferences.

Social media post

Remote’s “Best Destinations for Remote Work” is an in-depth statistical analysis and evaluation of every country in the world and all 50 U.S. states across seven relevant categories: internet infrastructure, attractiveness, safety, quality of life, openness, cost of living, and special incentives for remote workers. To inform overall scores and rankings, Remote incorporated user-defined weights for each of the seven categories.

When attributing equal weights to all seven components, the top 10 destinations for remote work are:

  1. Toronto, Canada
  2. Madrid, Spain
  3. Auckland, New Zealand
  4. Madeira, Portugal
  5. Helsinki, Finland
  6. Svalbard, Norway
  7. Berlin, Germany
  8. Valparaiso, Chile
  9. Dublin, Ireland
  10. Sydney, Australia

Some key findings from the report include:

● None of the top 10 cities were located in the U.S., with heavy representation across Europe and Oceania.

● Auckland, New Zealand; Honolulu, Hawaii; Sydney, Australia; and Reykjavik, Iceland are among the top destinations with the best quality of life for remote workers.

● The most open-minded places are Stockholm, Sweden; Toronto, Canada; and Amsterdam/Netherlands.

● Aruba offers the best incentives for digital nomads through its “One Happy Workation” program.

● Emilia Romagna, Italy has the largest cash incentive, paying young families (under 40 years old) $34,000 to relocate.

● Topeka, Kansas, provides up to $5,000 in funds to rent in one’s first year and up to $10,000 in funds for a home purchase as a relocation incentive.

● Colorado grants employers cash awards for each remote worker employed in an eligible rural county outside the county where the project is based.

● Remote workers in Cabo Verde are exempt from income tax.

● Ecuador offers a professional visa that offers the lowest monthly income requirement of any country at $400.

● St. Louis, Missouri, has the best housing incentive where individuals can purchase city-owned property for only $1.

“For a long time, workers were restricted to living near major urban hubs if they wanted to access the best job opportunities. The freedom to work from anywhere opens the door for employees to choose their home – or travel – without compromising their work,” said Remote’s CEO and co-founder Job van der Voort. “With so many possibilities, our interactive ranking tool aims to find the perfect destination for everyone based on what they value most. We’re excited to share this truly global database and interactive tool to empower remote workers and global employers.”

About Remote

Remote empowers companies of all sizes to pay and manage full-time and contract workers around the world. We take care of international payroll, benefits, taxes, stock options, and compliance in dozens of countries. Our people are on the ground on every continent, building culturally aware employment packages that help you build trust with your global team. Our ironclad intellectual property protections and industry-leading security guarantee give you peace of mind across the globe. Best of all, Remote never charges percentages or fees: one low flat rate helps you control your budget so you can focus on growing your business.

Contacts

Remote@tytopr.com
Lauren Armour

07826557326

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Employers Must Ensure Hybrid Working Does Not Have a Negative Impact on Staff Says Questionmark

Workers demanding hybrid working may not have fully considered the consequences and employers must be vigilant to avoid missteps

Questionmark PrimaryLogo

NEW YORK–(BUSINESS WIRE)–#Questionmark–Research suggests up to 83 percent of workers want hybrid working after the pandemic, but experts now warn that employees may come to regret their demands once they experience the daily realities. 1

Questionmark, the online assessment provider, is urging employers to be vigilant against missteps that may arise if irreversible decisions are made based on limited evidence.

Research reveals tangible advantages from hybrid working such as a reduction in daily commuting, which is associated with stress and fatigue. 2 However, it can also lead to longer hours, with a home-working day shown to be on average half an hour longer. 3

Other negative impacts include “Zoom fatigue”, searches for which exploded within days of pandemic lockdowns being announced. 4 Following lockdowns, it was also observed that systems and policies had been designed for traditional working patterns, so processes such as onboarding were no longer suitable. 5

More than half of workers in a recent McKinsey survey said they want at least three days of remote work per week, yet the strongest message to come from the survey of 5,000 employees was they “don’t know what they want”. 6 Assessments can play a vital role in making sure the negative impacts of hybrid working do not materialize.

John Kleeman, Founder of Questionmark, said: “The demand for hybrid working is clear but the evidence is nuanced. Employers and employees need to be alive to the risk of unforeseen consequences. They must consider the impact of changes to working patterns and maintain open lines of communication.”

“Online assessment tools are the ideal way for managers to understand progress during such a period of change. They provide real information on what tasks employees can and can’t carry out effectively from home and they allow firms to create working arrangements based on evidence.”

Questionmark is urging employers to equip their leadership and management with the tools and technology they need to stay in close contact with the evolving needs of staff. These needs are likely to change as new working models, including various forms of hybrid work, develop.

www.questionmark.com

Ends

Notes to editors

About Questionmark

Questionmark unlocks performance through reliable and secure online assessments.

Questionmark provides a secure enterprise-grade assessment platform and professional services to leading organizations around the world, delivered with care and unequalled expertise. Its full-service online assessment tool and professional services help customers to improve their performance and meet their compliance requirements. Questionmark enables organizations to unlock their potential by delivering assessments which are valid, reliable, fair and defensible.

Questionmark offers secure powerful integration with other LMS, LRS and proctoring services making it easy to bring everything together in one place. Questionmark’s cloud-based assessment management platform offers rapid deployment, scalability for high-volume test delivery, 24/7 support, and the peace-of-mind of secure, audited U.S., Australian and European-based data centers.


1 https://www.accenture.com/_acnmedia/PDF-155/Accenture-Future-Of-Work-Global-Report.pdf#zoom=40
2 https://www.sciencedirect.com/science/article/abs/pii/S2214140518303086?casa_token=7CueXeUWxiAAAAAA:Mow2QUh6sF3ERlsuFe0WMYpL-msjAwgSYW6gQIrr90mYgkv3SGZmGzTZLCncEW6H-W69lPZkc_I
3 https://www.atlassian.com/blog/teamwork/data-analysis-length-of-workday-covid
4 https://trends.google.com/trends/explore?date=today%205-y&geo=US&q=zoom%20fatigue
5 https://hbr.org/2020/05/starting-a-new-job-remotely
6 https://www.mckinsey.com/business-functions/organization/our-insights/what-employees-are-saying-about-the-future-of-remote-work

Contacts

For more information:

US: Kristin Bernor, external relations: Kristin.bernor@questionmark.com +1 203.349.6438

UK: Peter Sigrist: peter.sigrist@fourteenforty.uk +44 7720 056 981

Australia and New Zealand: Chelsea Dowd: chelsea.dowd@questionmark.com +61 2 8073 0527