Notes

Executives frequently want to see vacationers return more often than employees. From July through December, nearly half (49 percent) of executives surveyed by McKinsey predict that at least a portion of their employees will return to work. This is compared to only 55 percent of employees who expect to see some employees returning to work regularly. This means that, although the number of employees expressing plans for vacation has increased but only a small percentage of those who plan to return actually leave.
What is the reason for this? This is because more and more executives are seeking outside motivation to increase their efficiency. Executives depend on an external source of motivation to keep them motivated. Sometimes, external motivation can be found, such as the new boss or improvement in the economic climate. In addition, companies are increasingly turning to outside sources for motivation to increase the efficiency of their employees.

Remote work is one of the most popular ways companies are looking for motivation. Nearly one third (133 percent) of executives surveyed stated that they used remote work at most three times per week. This increases to one-fourth (129) for top management. Surprisingly just one-fifth (15%) of managers reported that they exclusively use remote work. It seems like for many managers, remote work is only part of the solution but not the complete solution.

Another challenge for executives who work remote is the absence of a clear and unified company culture. Employees may not feel connected or at ease in the office environment of the corporate company. They may feel isolated and unwelcome. Employees feel connected to their employer and feel a sense purpose and belonging when there is a consistent, strong culture. People who work remotely can be disengaged from their office and lose direction if there is a weak culture.


Nationally, the majority employees (about half) do not reside in the United States. However, about 25% of executive respondents were from outside the United States. This was shocking to many executives. The figure was only 35%. the executives in the US were employed in large firms but only half of them worked in smaller companies. The absence of an office community can cause disunity, which can result in frustration, inefficiency, and a decrease in productivity.

Climate has a profound influence on productivity as well as well-being. The cooler the area, the higher the productivity and the better working performance. In terms of well-being the more relaxing the surroundings more peaceful, the better mental health, physical well-being and overall wellbeing. Humidity, light, noise and air quality also affect office employees.

Space requirements for offices and the requirements of each individual employee must be carefully considered. Some people are more sensitive to heat than other. Certain people have physical limitations which make getting from one area to another difficult, and others are unable to move with ease due to the gait or muscle tone. When office space requirements are identified in the early stages, however, office managers can create workstations to meet these unique needs. A keyboard lift can be positioned at the workstation to make it easier for employees to rise from a sitting position.

The right lighting and sound, humidity, as well as indoor quality standards will improve the efficiency of all office workers. The indoor environment is particularly important for workers who spend long hours working in areas that do not have direct sunlight or any source of natural light. op Poor indoor environmental quality can reduce alertness, reduce productivity, and result in health problems.

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