“What employees don’t want is to fill out a survey within their organization and state all of their expectations and wants, only to have a black box policy that doesn’t reflect that in the months ahead. They want to feel like they are there instead of feeling like it is them [just] submitted a survey form. And that’s why it’s really important to actually include them in the group. “

This could also include new training for supervisors and supervisors.

“Executives also need to invest in retraining their managers to move from gatekeepers – the ones who do status reviews – to inclusive coaches, as most executives are unable to lead a distributed team and they have to learn to deliver results measure rather than ‘This person is the first to come in and the last to leave, they have to do a good job,’ says Subramanian.

The lesson for the HR department is to allow flexibility in all aspects of the job, she says.

“Our data shows that those who currently work full-time remotely are the most satisfied overall, closely followed by those who work in this hybrid arrangement and those who work remotely, who also care about the work. Feeling life balance twice as good. and 2.5 times better in terms of their work-related stress. “