The coronavirus crisis has had a tremendous impact on workforces in the UK, as it has in many nations around the world. Rules put in place to slow the spread of the infection have resulted in a mass transition to remote working, rewriting the idea of ‘normalcy’ and forcing many businesses to adapt in the face of new challenges. At Tiger, we wanted to learn more about how employers and employees are reacting to this unprecedented event to help shed light on an uncertain situation.
A wide-ranging survey of US systems administrators that captures the rapidly evolving nature of the sysadmin role and their thoughts on life inside and outside of the workplace in October 2013
The document discusses truths about leading young talent based on a study of millennials. It finds that millennials want meaningful work that allows progress through experiences rather than just money. They want challenging work that involves learning new things daily. Millennials also want opportunities to lead but still desire guidance from mentors along the way. Providing coaching, discussions of new ideas, and leadership development were areas where millennials wanted more time spent at work than they currently experience.
This document summarizes the results of a 2019 survey of 319 millennials in Switzerland conducted by Deloitte. Some key findings include:
- Climate change is the issue Swiss millennials are most concerned about facing societies.
- Only 35% of Swiss millennials report being satisfied with their life nowadays, lower than the global average of 39%.
- A minority of Swiss millennials see businesses as having a positive impact on society, and most agree businesses prioritize their own agendas.
- Half of Swiss millennials would reduce social media use if they could, citing benefits to health and happiness. However, many also feel concerned about data privacy and security issues related to social media and technology companies.
Netadmin and Sysadmin Survey Results - AUSSolarWinds
A wide-ranging survey of Australian network and systems administrators that captures the rapidly evolving nature of these IT Pros’ roles and their thoughts on life inside and outside of the workplace
How the current environment has redefined 3 key aspects of work and how you can adapt and prepare for it. With the rapidly advancing severity of the COVID-19 pandemic, much of the world has been strong-armed into having to work from home. And with that what has long been an experiment by a few, popular with a small percentage of working professionals, has become a reality for most. This sudden change in the way we work has quite possibly changed the future of work for good.
Fairygodboss surveyed 1,000 women who work full-time across the United States to better understand how the COVID-19 pandemic, including the surge of the Delta variant and introduction of vaccinations, has impacted their career mobility, office preferences and general career satisfaction.
The COVID-19 Office Working Habits Survey was designed to get a better understanding of people’s experiences of working from home, and how it has changed attitudes to offices and shared workspaces.
Specifically, we looked at whether the Coronavirus pandemic is creating a cultural shift towards remote working, and how office workers themselves feel about these changes, including:
• What support employers are giving staff working at home
• How people’s home office set-ups compare with their main (employer) office
• Which working patterns employees would ideally choose
• The safety measures needed to make people feel comfortable returning to work
• How people expect to split their time between the home and office in the future
• Differences between demographics
The coronavirus crisis has had a tremendous impact on workforces in the UK, as it has in many nations around the world. Rules put in place to slow the spread of the infection have resulted in a mass transition to remote working, rewriting the idea of ‘normalcy’ and forcing many businesses to adapt in the face of new challenges. At Tiger, we wanted to learn more about how employers and employees are reacting to this unprecedented event to help shed light on an uncertain situation.
A wide-ranging survey of US systems administrators that captures the rapidly evolving nature of the sysadmin role and their thoughts on life inside and outside of the workplace in October 2013
The document discusses truths about leading young talent based on a study of millennials. It finds that millennials want meaningful work that allows progress through experiences rather than just money. They want challenging work that involves learning new things daily. Millennials also want opportunities to lead but still desire guidance from mentors along the way. Providing coaching, discussions of new ideas, and leadership development were areas where millennials wanted more time spent at work than they currently experience.
This document summarizes the results of a 2019 survey of 319 millennials in Switzerland conducted by Deloitte. Some key findings include:
- Climate change is the issue Swiss millennials are most concerned about facing societies.
- Only 35% of Swiss millennials report being satisfied with their life nowadays, lower than the global average of 39%.
- A minority of Swiss millennials see businesses as having a positive impact on society, and most agree businesses prioritize their own agendas.
- Half of Swiss millennials would reduce social media use if they could, citing benefits to health and happiness. However, many also feel concerned about data privacy and security issues related to social media and technology companies.
Netadmin and Sysadmin Survey Results - AUSSolarWinds
A wide-ranging survey of Australian network and systems administrators that captures the rapidly evolving nature of these IT Pros’ roles and their thoughts on life inside and outside of the workplace
How the current environment has redefined 3 key aspects of work and how you can adapt and prepare for it. With the rapidly advancing severity of the COVID-19 pandemic, much of the world has been strong-armed into having to work from home. And with that what has long been an experiment by a few, popular with a small percentage of working professionals, has become a reality for most. This sudden change in the way we work has quite possibly changed the future of work for good.
Fairygodboss surveyed 1,000 women who work full-time across the United States to better understand how the COVID-19 pandemic, including the surge of the Delta variant and introduction of vaccinations, has impacted their career mobility, office preferences and general career satisfaction.
The COVID-19 Office Working Habits Survey was designed to get a better understanding of people’s experiences of working from home, and how it has changed attitudes to offices and shared workspaces.
Specifically, we looked at whether the Coronavirus pandemic is creating a cultural shift towards remote working, and how office workers themselves feel about these changes, including:
• What support employers are giving staff working at home
• How people’s home office set-ups compare with their main (employer) office
• Which working patterns employees would ideally choose
• The safety measures needed to make people feel comfortable returning to work
• How people expect to split their time between the home and office in the future
• Differences between demographics
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
Work-Life Balance in Covid19 – IPRF StudyVikram Kharvi
Work-Life Balance in Covid19 – IPRF Study
Communications professionals feel overworked, while working from home amidst the lockdown
Lockdown, has forced companies to evaluate the positives and negatives of the concept and even employees are figuring out if this is what they wanted forever. Indian PR Forum (IPRF) thought of exploring what was going on in the minds of public relations professionals across India, while they are working from home. How are they managing their work-life balance, or what is their current happiness quotient when it comes to work.
#workfromhome #covid19 #corporatecommunications #workingremotely #publicrelations #communicators #pr #WorkLifeBalance #wfhlife #WFH #coronavirus
https://vikypedia.in/work-life-balance-in-covid19-iprf-study/
This document provides an introduction and outline for a study on work-life balance of employees of GIDC in Vadodara, India. The study will be conducted by Gattu Phanikirtana for partial fulfillment of a Bachelor of Commerce degree. The introduction defines work-life balance and outlines its importance. It discusses the roles of gender, family, and technology in work-life balance. It also covers the consequences of imbalance, advantages and disadvantages of balance, and ways to achieve balance. The scope of the study is employees of GIDC in Vadodara. Upcoming chapters will include literature review, research methodology, data analysis, findings, conclusions, and recommendations.
Gen Zs and millennials are struggling with high costs of living and financial anxiety. Their top concerns are cost of living, climate change, and wealth inequality. Many live paycheck to paycheck and have financial worries about retirement. To address these issues, some are taking on multiple jobs or relocating to less expensive areas to work remotely. While loyalty among these groups may be rising slightly after a period of high turnover, many still want to leave their jobs within two years due to dissatisfaction. Employers face ongoing challenges retaining talent.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
This document discusses the connection between work and wellbeing. It presents a wellbeing wheel that includes physical, mental, financial, vocational, interpersonal, and personal dimensions of wellbeing impacted by work. The biggest factors impacting the future of work are the mental health and stress of workers, where work will be done, and demographic trends. The most important elements of a workplace according to employees are workplace wellbeing, relationships with colleagues, flexible working hours, and an inspiring leadership culture. Leaders are defined by the culture and people they develop, and employee engagement depends on culture, purpose, and impact.
The Top 5 Realities Physicians Wish Recruiters KnewPracticeMatch
This document summarizes the results of a survey and panel discussion on physician job opportunities, onboarding programs, and retention programs. The survey received responses from MDLinx subscribers. A panel of three physicians in private practice discussed their experiences with job emails, onboarding, and retention. The survey found that nearly half of physicians expect to seek a new job within 5 years, with most willing to relocate. Onboarding programs are more common than formal orientations, and networking with colleagues is key for learning an organization's culture. Work-life balance, practice culture and family reasons were the major factors for physicians leaving within 3 years.
A presentation given by Ian Brinkley from the Work Foundation to the public consultation event on zero-hours contracts, hosted by the NICVA Centre for Economic Empowerment on 19 September 2014.
Take the Work-Life Quiz: Know what you need to know to be effective
How do you stack up on key work-life knowledge? Do you know the cutting edge information about work-life topics such as workplace flexibility, health and wellness or culture change initiatives? How can you create effective work-life efforts that meet the unique needs of your organization as part of your total rewards strategy? Take the work-life quiz to learn the fact-based information needed for success. Understand misconceptions and erroneous assumptions that challenge common wisdom. This presentation will provide critical work-life research and statistics to assist you to create effective work-life strategies as well as communicate the benefits of these initiatives to employees, managers and senior leaders. The work-life strategy of RSM McGladrey will be featured including their successful approaches to solve difficult work-life problems and situations.
The document summarizes the findings of a survey of Gen Zs and millennials on various topics including their top concerns, financial situations, views on work, and priorities around sustainability and environmental issues. Some key findings include:
- The top concern for both Gen Zs and millennials is the rising cost of living. Many live paycheck to paycheck and are not confident they will be able to retire comfortably.
- In response to financial anxiety, some are taking on multiple jobs while others are relocating to less expensive cities to work remotely.
- Regarding work, four in ten Gen Zs and nearly a quarter of millennials want to leave their jobs within two years, signaling high dissatisfaction levels despite
THE DELOITTE GLOBAL 2022 GENZ & MILLENNIAL SURVEY.pdfaakash malhotra
Deloitte conducted a Gen Z and Millennial global survey in 2022 to gauge their views about work and the world around them. The survey of 14,808 Gen Zs and 8,412 millennials across 46 countries reported that the greatest concern of the new generation is the rising cost of living which includes housing, transportation cost and bills.
Adobe productivity survey June 2020 JapanAdobeJapanPR
Fewer than half of Japanese workers are currently working from home due to COVID-19. Those working from home report less productivity, largely due to not having the proper technological setup or too many distractions at home. Companies have generally been understanding of decreased productivity while working remotely. Video conferencing fatigue is common, especially among those working from home and those in managerial roles. Microsoft 365 is the most popular method for sharing and reviewing files remotely, and over half of workers report issues with version control of documents. Most workers continue to send documents as email attachments.
This document summarizes the results of a comprehensive study on workplace trends conducted in partnership with Redshift Research. Some of the key findings include:
1) More than half of employees feel overworked and burnt out, which negatively impacts productivity. Flexible schedules and adequate breaks can help reduce burnout.
2) Job satisfaction is closely tied to staff loyalty - unhappy employees are more likely to seek new jobs. Positive work culture, trust in leadership, and engaging work can improve satisfaction.
3) Flexible work arrangements like telecommuting are linked to happier, more loyal employees. However, flexibility requires mutual trust between employers and staff.
4) Access to modern technology impacts both productivity and morale. Dissatisf
The world of work has been disrupted by Covid-related adaptations, changing the way many see their careers. From Remote work to positions with high physical proximity, workers in the health industry, tech industry and x and y gens are taking a leap, quitting their jobs and riding the wave.
Why this is happening, Employee engagement, Career design and what your company could do to manage the phenomenon
Galit Rubinstein,
Head of Organizational and HR Consulting and Career development at Adam Milo.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
People at Work 2022: A Global Workforce View" del ADP Research InstituteAproximacionAlFuturo
Workers want change and are re-evaluating what is important in a job beyond just salary. They are more focused on well-being, life outside of work, flexibility and company ethics/values. Many are considering changing jobs.
Job satisfaction is high but expectations are also high around pay raises and flexibility. Stress levels are increasing which impacts work.
While pay is a priority, many would accept less pay for better work-life balance or flexibility. Remote work is popular with many considering relocating or already doing so. Forcing a return could cause people to leave.
The document is a summary of a global workforce survey analyzing attitudes, satisfaction, priorities and expectations. It finds workers want more flexibility
In this report, we look at five key changes that have already begun to occur in the workforce landscape, and provide strategic actions to aid the process of organizational transition to adapt to them.
Work-Life Balance in Covid19 – IPRF StudyVikram Kharvi
Work-Life Balance in Covid19 – IPRF Study
Communications professionals feel overworked, while working from home amidst the lockdown
Lockdown, has forced companies to evaluate the positives and negatives of the concept and even employees are figuring out if this is what they wanted forever. Indian PR Forum (IPRF) thought of exploring what was going on in the minds of public relations professionals across India, while they are working from home. How are they managing their work-life balance, or what is their current happiness quotient when it comes to work.
#workfromhome #covid19 #corporatecommunications #workingremotely #publicrelations #communicators #pr #WorkLifeBalance #wfhlife #WFH #coronavirus
https://vikypedia.in/work-life-balance-in-covid19-iprf-study/
This document provides an introduction and outline for a study on work-life balance of employees of GIDC in Vadodara, India. The study will be conducted by Gattu Phanikirtana for partial fulfillment of a Bachelor of Commerce degree. The introduction defines work-life balance and outlines its importance. It discusses the roles of gender, family, and technology in work-life balance. It also covers the consequences of imbalance, advantages and disadvantages of balance, and ways to achieve balance. The scope of the study is employees of GIDC in Vadodara. Upcoming chapters will include literature review, research methodology, data analysis, findings, conclusions, and recommendations.
Gen Zs and millennials are struggling with high costs of living and financial anxiety. Their top concerns are cost of living, climate change, and wealth inequality. Many live paycheck to paycheck and have financial worries about retirement. To address these issues, some are taking on multiple jobs or relocating to less expensive areas to work remotely. While loyalty among these groups may be rising slightly after a period of high turnover, many still want to leave their jobs within two years due to dissatisfaction. Employers face ongoing challenges retaining talent.
Millennials and the Future of Work: Survey ResultsElance-oDesk
Workers want freedom, and this desire is driving them towards independent (and often entrepreneurial) career paths. Following a prior study on disruption of work from the perspective of businesses, this survey examines the future of work as envisioned by professionals. Results found that many are planning their escape from corporate jobs — 72% of freelancers still at “regular” jobs want to quit entirely, and 61% say they are likely to quit within two years.
Millennials in particular are pursuing independent careers that foster faster progression than traditional hierarchical organizations. Of almost 2,000 Millennial respondents, 58% classified themselves as entrepreneurs. These responses (from more than 3,000 freelancers worldwide who have worked online) quantify the mindset of freelancers today, providing a glimpse into the professional landscape of tomorrow.
Every year, Tiger Recruitment releases a Salary and Benefits Review which collates the data from a survey of 2,700 staff. This year, we knew things would be different.
COVID-19 has significantly impacted many of the results in the review. For example, the top priorities for jobseekers this year were salary and job security, which is a shift away from last year’s top priority, work environment.
Find a breakdown of the salary survey results below.
This document discusses the connection between work and wellbeing. It presents a wellbeing wheel that includes physical, mental, financial, vocational, interpersonal, and personal dimensions of wellbeing impacted by work. The biggest factors impacting the future of work are the mental health and stress of workers, where work will be done, and demographic trends. The most important elements of a workplace according to employees are workplace wellbeing, relationships with colleagues, flexible working hours, and an inspiring leadership culture. Leaders are defined by the culture and people they develop, and employee engagement depends on culture, purpose, and impact.
The Top 5 Realities Physicians Wish Recruiters KnewPracticeMatch
This document summarizes the results of a survey and panel discussion on physician job opportunities, onboarding programs, and retention programs. The survey received responses from MDLinx subscribers. A panel of three physicians in private practice discussed their experiences with job emails, onboarding, and retention. The survey found that nearly half of physicians expect to seek a new job within 5 years, with most willing to relocate. Onboarding programs are more common than formal orientations, and networking with colleagues is key for learning an organization's culture. Work-life balance, practice culture and family reasons were the major factors for physicians leaving within 3 years.
A presentation given by Ian Brinkley from the Work Foundation to the public consultation event on zero-hours contracts, hosted by the NICVA Centre for Economic Empowerment on 19 September 2014.
Take the Work-Life Quiz: Know what you need to know to be effective
How do you stack up on key work-life knowledge? Do you know the cutting edge information about work-life topics such as workplace flexibility, health and wellness or culture change initiatives? How can you create effective work-life efforts that meet the unique needs of your organization as part of your total rewards strategy? Take the work-life quiz to learn the fact-based information needed for success. Understand misconceptions and erroneous assumptions that challenge common wisdom. This presentation will provide critical work-life research and statistics to assist you to create effective work-life strategies as well as communicate the benefits of these initiatives to employees, managers and senior leaders. The work-life strategy of RSM McGladrey will be featured including their successful approaches to solve difficult work-life problems and situations.
The document summarizes the findings of a survey of Gen Zs and millennials on various topics including their top concerns, financial situations, views on work, and priorities around sustainability and environmental issues. Some key findings include:
- The top concern for both Gen Zs and millennials is the rising cost of living. Many live paycheck to paycheck and are not confident they will be able to retire comfortably.
- In response to financial anxiety, some are taking on multiple jobs while others are relocating to less expensive cities to work remotely.
- Regarding work, four in ten Gen Zs and nearly a quarter of millennials want to leave their jobs within two years, signaling high dissatisfaction levels despite
THE DELOITTE GLOBAL 2022 GENZ & MILLENNIAL SURVEY.pdfaakash malhotra
Deloitte conducted a Gen Z and Millennial global survey in 2022 to gauge their views about work and the world around them. The survey of 14,808 Gen Zs and 8,412 millennials across 46 countries reported that the greatest concern of the new generation is the rising cost of living which includes housing, transportation cost and bills.
Adobe productivity survey June 2020 JapanAdobeJapanPR
Fewer than half of Japanese workers are currently working from home due to COVID-19. Those working from home report less productivity, largely due to not having the proper technological setup or too many distractions at home. Companies have generally been understanding of decreased productivity while working remotely. Video conferencing fatigue is common, especially among those working from home and those in managerial roles. Microsoft 365 is the most popular method for sharing and reviewing files remotely, and over half of workers report issues with version control of documents. Most workers continue to send documents as email attachments.
This document summarizes the results of a comprehensive study on workplace trends conducted in partnership with Redshift Research. Some of the key findings include:
1) More than half of employees feel overworked and burnt out, which negatively impacts productivity. Flexible schedules and adequate breaks can help reduce burnout.
2) Job satisfaction is closely tied to staff loyalty - unhappy employees are more likely to seek new jobs. Positive work culture, trust in leadership, and engaging work can improve satisfaction.
3) Flexible work arrangements like telecommuting are linked to happier, more loyal employees. However, flexibility requires mutual trust between employers and staff.
4) Access to modern technology impacts both productivity and morale. Dissatisf
The world of work has been disrupted by Covid-related adaptations, changing the way many see their careers. From Remote work to positions with high physical proximity, workers in the health industry, tech industry and x and y gens are taking a leap, quitting their jobs and riding the wave.
Why this is happening, Employee engagement, Career design and what your company could do to manage the phenomenon
Galit Rubinstein,
Head of Organizational and HR Consulting and Career development at Adam Milo.
The new world of work is coming. Today, employees can make new choices regarding work flexibility and balance as they carry the task remotely.
There's been an increased demand for remote employment on a global scale. This opened the job market for businesses that want to go all-in on distributed teams or use the hybrid approach, especially now that people connect with coworkers outside their area. The epidemic creates a chance for enterprises to expand globally while bringing more inclusion and diversity.
For companies who plan to start their international expansion, the simplicity of working from home will be giving rise to operational complexity. In that matter, dealing with global HR consultants that can facilitate a smooth transition to a new order at work can be beneficial. Like Employer of Record Services (EOR) providers that offer international payroll solutions, employment permit, and immigration services. Most of them have local expertise that ensures full compliance with taxation and labor laws. Get started today and embrace the change coming.
Similar to 2020 Omnibus survey of 1,000 Canadians (20)
𝐔𝐧𝐯𝐞𝐢𝐥 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐄𝐧𝐞𝐫𝐠𝐲 𝐄𝐟𝐟𝐢𝐜𝐢𝐞𝐧𝐜𝐲 𝐰𝐢𝐭𝐡 𝐍𝐄𝐖𝐍𝐓𝐈𝐃𝐄’𝐬 𝐋𝐚𝐭𝐞𝐬𝐭 𝐎𝐟𝐟𝐞𝐫𝐢𝐧𝐠𝐬
Explore the details in our newly released product manual, which showcases NEWNTIDE's advanced heat pump technologies. Delve into our energy-efficient and eco-friendly solutions tailored for diverse global markets.
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations
How to Implement a Real Estate CRM SoftwareSalesTown
To implement a CRM for real estate, set clear goals, choose a CRM with key real estate features, and customize it to your needs. Migrate your data, train your team, and use automation to save time. Monitor performance, ensure data security, and use the CRM to enhance marketing. Regularly check its effectiveness to improve your business.
How to Implement a Strategy: Transform Your Strategy with BSC Designer's Comp...Aleksey Savkin
The Strategy Implementation System offers a structured approach to translating stakeholder needs into actionable strategies using high-level and low-level scorecards. It involves stakeholder analysis, strategy decomposition, adoption of strategic frameworks like Balanced Scorecard or OKR, and alignment of goals, initiatives, and KPIs.
Key Components:
- Stakeholder Analysis
- Strategy Decomposition
- Adoption of Business Frameworks
- Goal Setting
- Initiatives and Action Plans
- KPIs and Performance Metrics
- Learning and Adaptation
- Alignment and Cascading of Scorecards
Benefits:
- Systematic strategy formulation and execution.
- Framework flexibility and automation.
- Enhanced alignment and strategic focus across the organization.
Best Competitive Marble Pricing in Dubai - ☎ 9928909666Stone Art Hub
Stone Art Hub offers the best competitive Marble Pricing in Dubai, ensuring affordability without compromising quality. With a wide range of exquisite marble options to choose from, you can enhance your spaces with elegance and sophistication. For inquiries or orders, contact us at ☎ 9928909666. Experience luxury at unbeatable prices.
Zodiac Signs and Food Preferences_ What Your Sign Says About Your Tastemy Pandit
Know what your zodiac sign says about your taste in food! Explore how the 12 zodiac signs influence your culinary preferences with insights from MyPandit. Dive into astrology and flavors!
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
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3. 8% 23% 65%Total
Did all my work from home Worked from home at least some of the time Didn't work from home
Q. How much, if at all, did you work from home before COVID-19 and how much have you been working
from home since the start of the pandemic?
Two thirds of Canadians are now working from home in at least some
capacity
Prior to the disruption from COVID-19, a third of Canadians worked from
home at least some of the time; slightly less than 1 in 10 worked from
home all the time.
• Unsurprisingly, self-employed Canadians were much more likely to be
working from home, with 8 out of 10 doing so at least occasionally.
• Among FTEs, 28% worked from home at least some of the time, as
did 16% of part-time employees.
Since the start of the pandemic, the proportion of Canadians working
from home has doubled; two thirds now do so at least some of the time,
and 4 out of 10 currently do all their work from home.
• In total, 69% of FTEs and three quarters of self-employed people are
doing at least some of their work from home at the moment, as are a
third of people in part-time employment.
• Most notably, a third of those who didn’t work from home at all pre-
COVID are now doing all their work from home, and nearly 6 out of
10 are working from home at least some of the time.
Base: all respondents (620)
43%
30%
23%
26%
29%
43%
Total
All who didn't wfh pre-COVID
Pre-COVID
Since the start of COVID
3
4. 3%
6%
5%
8%
9%
13%
11%
24%
11%
12%
17%
21%
24%
25%
27%
33%
36%
51%
44%
45%
40%
35%
41%
28%
50%
31%
34%
26%
27%
27%
20%
15%
Being able to clearly split
work life and home life
Having the right balance of
meetings and actually doing
things
Feeling like part of a team
Collaborating with
colleagues on projects
Having IT/ tech support
Access to office equipment
Socializing/ celebrating with
colleagues
Other benefits e.g. gym,
canteen
Not at all important Not very important Quite important Very important
Q3. Thinking about your job and the time you spend working, how much do you value each of
these in your working life?
When asked what’s important to them in work, half of respondents
said that being able to clearly separate work and home life is very
important to them – and in total 86% said it’s at all important.
In contrast, other elements are regarded more as nice to have:
• 8 out of 10 think a good balance of meetings and time to get work
done is at least somewhat important, but only a third say it’s key,
for example.
• And while three quarters want to feel like part of a team when
working, only a third say it’s essential.
There are some small differences by age:
• Older respondents are slightly less focused on the ability to
separate home and work life: 81% of those aged 55+ said it was
important, compared to 88% of those aged 35 to 54 and 86% of
under-35s.
• Younger respondents are more likely to value socialising with
colleagues (66%, compared to 60% of the over 35s) and other
benefits such as gym or canteen (49%; 42% of 35 to 54 year olds
and 33% of the over 55s).
Work/ life balance is key for most Canadian workers
4
5. 86%
82%
78%
71%
68%
62%
62%
43%
88%
84%
81%
74%
72%
63%
64%
45%
88%
90%
78%
75%
71%
61%
63%
46%
Being able to clearly split
work life and home life
Having the right balance of
meetings and actually doing
things
Feeling like part of a team
Collaborating with
colleagues on projects
Having IT/ tech support
Access to office equipment
Socializing/ celebrating with
colleagues
Other benefits e.g. gym,
canteen
Total
FTEs
All who wfh now
Q3. Thinking about your job and the time you spend working, how much do you value each of
these in your working life? All saying very important/ quite important
People in full-time work are more likely to regard each of these
as important, probably unsurprisingly given that work is a large
part of their lives.
• 88% say being able to clearly separate home life and work life
is quite or very important to them, compared to 78% of part-
time workers and 81% of self-employed people.
• 74% say collaborating with colleagues is quite or very
important to them, and 64% of FTEs see socializing as an
important part of work; among the self-employed, 59% think
collaboration is important and only 48% value socialising with
colleagues in their work.
Included for reference are the number of respondents who now
work from home (at least some of the time) saying each
attribute is important to them in their work. They’re significantly
more likely to mention the right balance of meetings and
working time as being important, but none of the other
differences are statistically significant.
9 out of 10 who wfh say the right balance of meetings and work time
is important
5
6. 30%
35%
35%
28%
22%
25%
35%
12%
11%
13%
13%
6%
3%
7%
7%
11%
12%
17%
Socialising/ celebrating with colleagues
Feeling like part of a team
Collaborating with colleagues on projects
Being able to clearly split work and home life
Learning new skills through your work
Your overall productivity at work
Better than it was Suffered a bit Suffered a lot
6
% saying it’s…
Suffered Important
Q. And with the disruption brought by COVID-19, how much would you say each of these has
suffered in your working life?
65% 61%
46% 78%
46% 71%
41% 86%
35%
31%
Obviously for many people work has changed over the course of 2020
– but notably, only a minority of respondents said that their
productivity has changed (for better or worse). A third said their
productivity is worse since the start of the disruption, while a fifth said
it’s actually improved in that time.
But a majority of Canadians surveyed said that other aspects of their
work have changed.
• In particular, 6 out of 10 said that socialising and celebrating wins
with colleagues is important to them in their work, and two thirds
said it’s suffered since the start of the pandemic.
• Likewise, while three quarters said feeling like part of a team is
important to them, nearly half said they feel less like part of a team
since the disruption started.
• Being able to split home and work life is key to Canadians, and 4 out
of 10 said this has suffered as a result of COVID.
There are some gender differences, with 38% of women and 44% of
men saying their work/ life balance has suffered; and 40% of women
(52% of men) saying collaboration has suffered.
It’s worth noting that among those saying each element is important,
the proportion saying it’s suffered as a result of changes to their work
since the start of the pandemic is slightly (but not significantly) larger
than the total figure:
• 73% of those saying socializing is important say it’s suffered; 52%
saying collaborating is important say it’s suffered in that time.
Socialising and celebrating with colleagues has been the biggest loss
in work this year
7. 65%
46%
46%
41%
35%
31%
74%
54%
54%
50%
37%
31%
75%
56%
58%
51%
38%
31%
Socialising/ celebrating with
colleagues
Feeling like part of a team
Collaborating with
colleagues on projects
Being able to clearly split
work and home life
Learning new skills through
your work
Your overall productivity at
work
Total
Q. And with the disruption brought by COVID-19, how much would you say each of these has
suffered in your working life? All saying suffered a bit/ a lot
For the most part (apart from in their productivity, where people
perhaps aren’t totally objective…), Canadians who work from
home at least some of the time feel each of these shifts more
keenly. For example, a majority of those working from home say
that their collaboration has suffered as a result of the disruption
from COVID-19.
More notably, we’ve also split out respondents currently working
from home who didn’t do so pre-COVID. And here we can really
see the effects of the working shifts.
• Almost 6 out of 10 Canadians who’ve had to switch to working
from home said that collaboration with colleagues has
suffered as a result of their working shifts. A similar
proportion said they don’t feel quite as strongly like they’re
part of a team.
• And just over half said that their ability to clearly separate
home and work life has suffered since shifting to working from
home.
For many who have shifted to working at home, collaboration and work/ life
balance have suffered
7
8. Q16/17. How well do each of these statements reflect your business?
26%
20%
21%
24%
22%
18%
37%
29%
27%
12%
11%
8%
10%
11%
12%
30%
14%
17%
7%
25%
16%
11%
14%
29%
I feel secure in my job
I can do my job just as well at home as in the
office
Given the chance, I'd love to wfh permanently,
after the disruption from COVID-19 has ended
Working life will return to normal after COVID-
19
I'm fed up of video meetings (Zoom, Skype
etc)
I spend too much of my working day in
meetings
Disagree strongly Disagree somewhat Agree somewhat Agree strongly
63% 62%
49% 66%
49% 58%
36% 35%
33% 38%
26% 32%
% agree somewhat/ strongly
Total All who wfh
Despite the disruption of the year so far, two thirds of currently
employed Canadians feel fairly secure in their jobs, and more than a
third feel very secure.
Only half agree that they can be as effective working from home as
in the office, but notably that rises to two thirds of those who
actually work from home at the moment. Still, a third of all
respondents – 19% of those who wfh – disagree with this
statement.
Of those currently working from home, 6 out of 10 would like to do
so permanently – falling slightly to 54% of those who have had to
switch to working from home as a result of the pandemic. 27% of
those currently working from home who weren’t pre-pandemic
disagreed: they’d prefer not to work from home, given the choice.
Zoom fatigue, while not ubiquitous, is definitely a thing, too: a third
of all respondents, nearly 4 out of 10 of those working from home
said they’re fed up of video meetings. And 32% of Canadians
working from home say they’re spending too much of their day in
meetings.
Most feel secure in their jobs; a majority would like to wfh
permanently
9. Summary of
findings
The resultsof theresearchsuggest thattwothirdsof Canadians arenowworkingfrom homeatleastsome of thetime
Abouthalfhavemadetheswitchtoworkingathome since thestartoftheCOVID-19disruption.
And twothirdsofthem(ieabout4outof10workers)aredoing alltheirworkfromhome.
To workers,themost importantelementof workis being abletoseparatebetweenwork timeand homelife
Nearly9outof10consideritimportant;8outof10say it’simportanttohavetherightbalanceoftimeinworkbetween
meetingsandgettingworkdone.
Collaborationandfeelinglike partofateamarealsokey;socialisingisperhapslessvital,butstill6outof10say it’s an important
partofworkforthem.
To peoplewho’vehadtoswitch toworkingfromhome, collaboration,teamspiritand theabilitytosplit workand home
life havebeenthebig losersin theirwork
ThreequartersofCanadiansworkingfromhome saidthatthey’vesocialisinglesswithcolleagues,anda majoritysaidtheir
collaborationwithcolleagueshassuffered.
Giventheimportancetheyplaceonit, thefactthathalfofpeople workingfromhome saidthey’relessable toseparatework and
home lifeshould beaconcern toemployers.
And fora significantminority,Zoomfatigueisathing:a thirdsay they’respendingtoomuch timein meetingsand4outof 10
arefedup withconstantvideomeetings.
Butthemajoritywouldstill appreciatebeingableto wfh in thefuture
Despitethesechallenges,twothirdsofCanadianscurrentlyworkingfromhome thinkthey’rejustasable todotheirjobathome
asintheoffice(albeitthata thirddisagree).
…and6outof10wouldliketoworkfromhome permanently,evenafterthedisruptionfromCOVID-19haspassed.
Editor's Notes
But not new products – specifically about ways of working, tech etc