MUNASA Work from Home Survey Results Bulletin – Work from Home

Curated by WorkingFromHome

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Dear colleagues,

As of May 7, 2021, the MUNASA Work from Home survey was concluded and at the time of closure, more than half of our membership had taken this opportunity to share their experiences with us. Before discussing the findings in this report, the MUNASA Executive would like to offer our sincere thanks for your participation. As mentioned in prior communications, the results of this survey will be shared with senior administration and the New Model of Work Project Office as we seek to develop a constructive and collaborative relationship around this deeply important topic.

Please note that for the purposes of this report and clarity, all figures used have been adjusted to exclude answers of ‘not applicable’ (such as the questions which are specifically directed at those in supervisor roles) to present a more accurate percentage and have been rounded up to the nearest whole number.

In terms of participation, 47% of responses received came from those in a supervisory role, 75% of all participants work exclusively remotely, and 15% were considered ‘Essential workers’, with a further 5% working remotely with the expectation to come into the office at least once a week.

While it is true that the pandemic has introduced many new challenges to our lives at home and by extension, had an impact on our ability to work remotely, the results of the survey sheds light on our experiences:

  • 91% of supervisors reported that they are able to do their jobs efficiently, despite the additional challenges, such as those involved with communications. Many have adapted methodologies such as Agile, which have enhanced their team’s ability to achieve goals.

  • 72% feel their staff are able to do all their tasks remotely and report that their teams have adapted well to change, with the majority of exceptions related to tasks that require an implicit, on-site presence.

  • 94% of non-supervisor staff report that they are able to work from home efficiently. Benefits cited are broad and varied, from fewer disruptions with a greater ability to focus to a more comfortable work environment with better equipment

Productivity is important, and naturally, a core benefit in the workplace, but what kind of impact is full-time remote work having on our personal lives? On this, participants are more divided.

  • 61% report that they are more productive and 62% feel remote work has had a positive impact on their mental and physical well-being. It is clear that remote work has also had notable impacts on improving accessibility for those with additional health-oriented needs.

  • However, this is not a universal experience, 35% report that remote work has had an actively negative impact on their wellbeing, the reasons varying from a reduction in social interaction and an increase in difficulty balancing work and home lives.

  • As much as 94% of participants have reported that they are working at least some additional hours, uncompensated. The reasons vary significantly with some reporting that they feel it is expected of them to be available outside of working hours, while others are faced with an increased workload and putting in extra hours is the only way to keep up.

Meetings are another area for which there is a divide in opinions. 20% feel strongly that meetings are less productive, citing technical difficulty or lack of familiarity with the tools, a disconnect in communication and the detachment of social engagement. Whereas 42% feel that meetings are more productive, have greater attendance, better time keeping and are less likely to get off track.

Across the board however, it is a common concern that meetings are scheduled with less consideration for others time and availability, reporting that meetings are frequently made back to back, due to the perception that they can and s

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