The 9-to-5 is all but dead in today’s working world. The ‘new’ normal (or the ‘next’ normal, as we like to call it) is where flexible work is embraced by all - employers and employees - and the choice of when, where, and how employees work is a collaborative decision between employer and employee.

Nearly one in three (31%) employees across Europe changed jobs in the past two years with 21% of those that didn’t, are actively seeking a new opportunity in 2022. Their reason? 41% want better compensation, 33% want a better career opportunity, 30% want better work/life balance, and 30% are looking to do something they enjoy more.

Before accepting - or even considering - a new role, many workers are ensuring that hybrid and flexible work is an option. The top policies that would be most likely to cause them to not accept an offer are; not allowing for flexible hours (37%) or flexible working location (28%). And that’s not all, women across Europe rank flexibility higher on their must-haves list than men, with 42% of women saying they would choose to stay with their current employer if they offered flexible hours (compared to just 31% of men).

European employees are demanding flexibility and without it, they won’t keep (or take) the job - it’s that simple.

The shift to this more modern way of work happened quickly, and because of this, many are still trying to work out how hybrid work, well… works. It’s not as easy as requiring a Zoom link for every meeting or allowing employees to work from home some of the time.

Hybrid work is not by happenstance and requires employers to take a deep look at their current policies, employee training, office tech, and their company culture to adjust for a more physically-scattered team. And with 76% of European employees worried that their employer will take workplace actions they don't agree with when it comes to hybrid working, employers need to be intentional, fair, and transparent when making these decisions.

One area of focus is how to bring remote employees into the workplace - not physically, but virtually and culturally. Almost 1 in 2 (46%) employees are concerned that working remotely will mean they have less of a say at work and will miss out on growth opportunities. How do employers go about ensuring that remote employees feel included, aren’t experiencing burnout, or aren’t overlooked due to proximity bias?

It’s easier said than done - especially when one in two (54%) employees say they are more likely to ask the opinion or engage with those they physically work with over those that are remote.

One place to start is meetings. By creating an equalized experience for every attendee, meetings can be a safe place for remote employees to be seen and heard. That said, this won’t simply happen overnight, it will take the right kind of inclusive tech to get you there.

Having a strong management structure within an organisation is critical to the success of any business. No matter what level of contribution your employees make, it’s important that they feel supported by management in their efforts - because we know that engaged employees are happy employees.

But in a hybrid or remote environment, oftentimes managers and employees aren’t in the same place physically - and with travel opening up, workers may not even be in the same country. This can make building or maintaining a relationship between them challenging - especially when 57% of managers (and 59% of executives) are more likely to ask the opinion or engage with those they physically work with over those that are remote.

If employers want managers to successfully collaborate and support employees across Europe - and address and eliminate proximity bias - they need to provide effective training for them to have meaningful interactions.

Same goes for employees. A remote employee may need to be more proactive and talk to their manager and others about the work they are completing on a regular basis. This is something in-office employees may not have to do as much. Productivity can be perceived differently when working remotely versus in-office.

One of the main lessons we’ve learnt from the past two years is that the workplace will continue to evolve - pandemic or not. The good news: we can be prepared.

Many European companies are looking to build more modern and inclusive workplaces that help employees thrive. While we can’t predict the future, there are conversations happening that may hint where work is headed. A hot topic on everyone’s mind is the metaverse, but who’s actually buying in?

Leadership. 51% of C-level, VP, and Director level managers believe the metaverse could be the next big disruptor in the workplace, but the metaverse won’t happen overnight. Organisations need to start thinking about how work is changing and how they can evolve today. Leveling up video conferencing tools can be a strong first step, with over one-third (38%) of employees saying there was room for video conferencing improvement.

The reality of today’s workplace is that some workers are unwilling or uncomfortable with returning to the office, and for many others, flexibility is now essential. For full-time remote workers specifically, 55% said they would return to the office (if required) but would start looking for a new job immediately, and 20% said they would simply hand in their notice. But if leadership is open to new collaborative and immersive tech, the office can become a space for collaboration, team meetings, company all-hands, and more, and individual work can be saved for home offices. There is a world in which our workspaces are optimized for our workforces.

Owl Labs surveyed 10,000 full-time workers across Europe - including France, Germany, Netherlands, Nordics (Norway, Sweden, Denmark and Finland), and the United Kingdom. This survey data was collected in February 2022.

We know now that hybrid work “works” for European employees and it doesn’t mean the office is dead or that productivity is stalled. It just means that we need to reimagine the ways in which we collaborate with coworkers in and out of the office.

With the right policies and tech, employers can overcome some of the challenges posed by hybrid work -- teams can collaborate more effectively, managers and employees can build stronger relationships, and productivity can improve, without question.

Thanks for taking the time to read our report. We hope you found it insightful and useful.

Reach out to press@owllabs.com with any press inquiries and questions.

Owl Labs is a collaborative tech company revolutionizing how the world communicates, through its inclusive and immersive video experiences. Built for modern businesses, Owl Labs is dedicated to empowering hybrid and remote organisations with its award-winning technology and robust product suite. The company’s flagship product, the Meeting Owl Pro, features a wifi-enabled, 360-degree camera, microphone, and speaker with Owl Labs’ proprietary AI technology, that automatically focuses on the speaker using audio and visual cues. In 2020, the Meeting Owl Pro was honored as one of TIME’s 100 Best Innovations. Owl Labs continues to champion the hybrid work conversation with its annual State of Remote Workreports. To learn more about Owl Labs and to join the work and learn from anywhere movement, visit www.owllabs.eu.