New information helps top-level executives recognize employee meeting preferences in an improved way. One of the most important components of productivity is employee preferences. As managers, you must understand these to help your team work more productively.
In spite of the works becoming greater, in what way can these top level executives make sure that high productivity stays as it is and that workers make the best of their time at the office to achieve maximum efficiency?
Collaboration preferences and communication tend to be as different from each other as the communities that businesses support, so they must strive to know the teams constituting their workforce.
As per the information derived from Fuze, a cloud communications and collaboration software company, knowing and meeting employee preferences, particularly of those in distributed or remote groups, is a must for productivity.
This company has looked at millions of employees and meetings, and their report outlined some important discoveries. The findings of their study are as follows.
Meeting Preferences of Workers on the West Coast and East Coast of the US
On these regions of the United States, worker meetings are probably held from Tuesdays to Thursdays. It is not surprising that Friday is the workday that is least favored for meetings.
Employees in the eastern United States typically hold conferences between Monday to Friday. On the other hand, those on the coastal states are starting to schedule some conferences on the weekends.
On the former region, 63% of worker conferences happen between 07:00 am and 12:00 pm. Conversely, employees on the eastern United States are likelier to have conferences during the evening than those on the other region. However, West Coast employees are likelier to conduct conferences over a bigger part of a workday.
Keep Conferences Short and Consider the Future of Employees
Employees like conferences that last up to 60 minutes, so avoid holding longer meetings. For your information, 26% of workers are expected to stop participating in an online conference or business call when it clocks in at above one hour.
Rather than setting half an hour and one hour as default times for meetings, think about doing 25 minutes and 50 minutes. This move will help make meetings more effective provided that everyone who attends these live in the same state. It will make it likelier for conferences to begin on the scheduled time and will provide workers a chance to reorganize, look at messages, and have some rest on workdays with more meetings ahead.
International Conferences Are the New Normal
When more groups are included in an international workforce, make sure you’re aware of the effects of adding co-workers from a large number of nations to meetings. The length of a conference will go up depending on how many nations are involved.
Going up from a nation to two will increase the duration of the standard conference from 19 minutes to 38 minutes. Adding four or more nations will increase it from 19 minutes to 57 minutes.
It’s a good idea to keep conference durations briefer when working with those based in a single nation, but you should arrange for longer conferences with global groups.
If there are people from three nations, arrange for one-hour conferences, and if there are individuals from more nations, make these longer by 15 minutes.
Bringing It Home
The preferences of workers with regards to communication differ very much on the basis of region, engagement methods, and tools. The preferences vary from one age group to the next, and businesses must think about this when holding meetings. Why? Because several workforces employ teams from five different age groups.
You must provide individuals with the essential tools to become successful at what they do, but be sure to provide workers with incentives as well. This move to incentivize your employees will encourage them to work better.
When they feel that the employer understands and applies their preferences to business operations, employees will have the essential tools and desire to put in excellent work. Both the tools and desire could just improve work efficiency, make organizational culture stronger, and impact the overall profit in the end.
