EY: C-suite leaders report stronger culture and higher productivity with hybrid approach

It seems that in-person workplace work is not the important thing to success — collaboration is, in response to a brand new survey.


Picture: GettyImages/Morsa Pictures

Hybrid work might be higher than in-person so long as leaders and staff know the way to collaborate. That is what Ernst & Younger discovered within the new Future Office Index. The truth is, many corporations report that company tradition is best now than earlier than the pandemic hit.

EY surveyed greater than 500 C-suite and enterprise leaders within the U.S. and located an attention-grabbing image of the brand new actuality: work has essentially modified, and firms will doubtless by no means return to a conventional nine-to-five, in-office schedule.

Seventy-two p.c of corporations report that their tradition improved whereas working a hybrid work mannequin. Apparently, 62% of this group stated that their tradition has improved because the begin of the pandemic. Additionally, 58% of corporations stated well being and wellness of workers is best now than pre-pandemic.

SEE: Dwelling vs. workplace: Why there’s such a disconnect between staff and employers

Francisco J. Acoba, principal, technique and transactions for company actual property consulting at Ernst & Younger, stated that these enhancements in firm tradition might be attributed, partially, to higher collaboration. 

“The truth is, 53% of corporations that highlighted deterioration in tradition in the course of the pandemic weren’t capable of preserve efficient worker collaboration,” he stated. “Poor or ineffective collaboration know-how was a possible contributor to this problem.”

The survey additionally discovered that 75% of corporations can see a future with no centralized workspace. Solely 13% of corporations anticipate to have 90% or extra of workers within the workplace full-time post-COVID-19. The survey additionally discovered that 70-85% of respondents say their present set-up is as or more practical than how they labored pre-COVID-19.

“In a future the place corporations don’t have a single dominant work location, the significance of nurturing and constructing a robust company tradition grows much more essential,” Acoba stated.

Acoba recommends that corporations outline the forms of actions that must be completed within the workplace versus nearly and set expectations for the workforce to ease the transition to new methods of working. 

Telecom, insurance coverage, wealth and asset administration and know-how sectors have seen the most important enhancements in productiveness during the last 18 months, in response to the survey. The components driving this enchancment are: 

  • Extra environment friendly operations and processes
  • Higher worker collaboration
  • More practical R&D
  • Higher administration of workers

The index analysis additionally discovered that:

  • The long run is hybrid: What was a common perspective on “the appropriate place” to work has shifted as 87% of corporations say the pandemic has modified the position of the workplace for his or her group.
  • Productiveness is up: Based on 57% of enterprise leaders, productiveness is best at the moment than it was pre-pandemic, as corporations have discovered methods to reinforce productiveness with completely different working fashions. 
  • Small to midsize corporations are discovering it simpler to adapt and thrive in a hybrid office: That is notably the case within the know-how and banking sectors, the place giant corporations are discovering their present setup much less efficient than their smaller friends.

EY makes use of digital collaboration instruments, together with video conferencing, digital whiteboards/workspaces, unified communications, detailed coaching and responsive assist professionals to verify hybrid work is profitable, Acoba stated. 

“We additionally discovered that by offering extra flexibility, our workers had been higher capable of schedule and construction their days to steadiness skilled and private commitments,” he stated. “For a lot of, this additionally enabled higher peer-to-peer and employee-to-manager conversations.” 

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