Teleworking is not living His best days. Large companies such as Amazon or Banco JPMorgan have asked their employees to They return to work at the office five per week and one of the reasons that I do is that so Improve productivity. However, a Recent study From the consultant McKinsey doubts this idea.
Non -return situation. McKinsey’s report reveals that the change of model towards face -to -face seems to have consolidated in 2024, with a Increase from the Tour of Office 34%, turning 100% face -to -face work in a working day model for 68% of respondents.
The most harmed type of day is, as you can imagine, The teleworking. In 2023, 44% of the interviewees worked remotely, compared to 17% who did it in 2024. The hybrid day has been contracted to a lesser extent, which has gone from 22% to 14%.
Where do you work little matter. Managers seem to think that teleworking makes employees are less motivated And, therefore, they are less productive when they are not working from the company’s offices. McKinsey’s study reveals that the place where he works does not have Nothing to do with productivity.
“There is no clear winner when it comes to a work model that provides a high level of experience and productivity to employees. Both face -to -face workers and hybrids report similar levels of intention when giving up, showing exhaustion, effort and satisfaction,” say the authors of the report.
Productivity will not change. From McKinsey they emphasize that the productivity data is more related to the mood of the workforce, than with the location from which they work. “The amount of effort that employees claim to dedicate to their work is similar among hybrid and remote workers,” says the report.
McKinsey advises managers that, instead of forcing employees to return to the office to improve productivity, they focus on promoting collaboration, connection between employees, mentoring and skills development. According to the consultant, these five aspects are key to improving performance in the work and well -being of employees.
Or satisfied, or nothing. Likewise, the study data has revealed that, on average, the employee satisfaction It is moderate. The majority of the employees of each day model are satisfied or very satisfied with the type of day assigned to them. In part, this is because in many companies it is the employees themselves who choose the type of day, or the company has taken into account its situation to assign it.
This data is contrasted with a intention of resignation of 39%, which is close to the figures that were reached during The great resignation with 40%. “The Z generation, which has a greater intention of leaving, in particular for face -to -face and remote roles (45 percent and 51 percent, respectively),” they point out from McKinsey.
Of these two data, analysts deduce that policy change has placed a part of the employees in a model in which they are satisfied with the company or, on the contrary, they are about to abandon it for not.
Create the right environment. The change of day in itself productivity will not change And the motivation of employees, but will do so, regardless of the assigned work model, promote collaboration, connectivity, innovation, mentoring and development of personal skills.
“Changing the work model alone will not solve or change the nature of the problem unless organizations address why their employees feel that way (dissatisfied),” they remember from McKinsey, pointing to those five functions as the key to improving the motivation and performance of the templates.
The problem is that the perception of the application of these five key practices differs greatly between what managers believe they are offering and what their employees perceive. The gap is greater than 25%.
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