Trabaja donde yo te vea

Work where I can see you

Microsoft’s latest internal WTI Pulse Report, “Hybrid work is just work. Are we doing it wrong?”, considers the results obtained by the company and the resources used to measure work efficiency. 10% of its over 220,000 employees have been interviewed in a dozen countries, collecting data from the digital platforms used in business. It comes as no surprise that Teams is used daily, resulting in the analysis of employees’ degrees of activity and dedication, or type of work being fairly straightforward. 

What is most striking about the overall results is that 87% of staff acknowledge that they are currently more productive, while 85% of managers admit they find it hard to trust workers to maintain productivity levels. These are clearly opposing views that complicate the implementation of the model in the long term. So-called productivity paranoia is accentuated by insufficient support and follow-up on activities, in addition to control activities being conducted without adequate assessment of what is actually done. The number of meetings has risen by 160%, yet according to many managers, this is simply a way of checking that people are working.

48% of employees and 53% of managers admit that they are already burned out at work, so prioritising must go beyond ordering tasks or activity flows. Over 70% of respondents say that having to go to the office due to company policy is not a good enough reason. This means that they do not feel they should be obliged to do so, unless they fail to accomplish the tasks entrusted to them. 84% would be more enthusiastic about working from the office if they were assured that the purpose is to socialise, and 85% if it is to strengthen bonds with their team workers. Although younger generations find face-to-face activities more motivating, they recognise that they prefer the time to be spent with their colleagues rather than their superiors.

It is no longer a secret that emotional reward is as important as financial remuneration. People demand flexibility, but above all they call for trust since, as previously noted, this is the key to securing potential remote work. The effects of the Great Resignation and its impact on the job market will lead to a reassessment of how to approach this type of strategy. It is no easy task to persuade a manager to be more inclined to accept a remote work policy, given the mindset shift this implies, but progress and, in some cases, the survival of the organisation itself may well depend on it.

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Collaborating with the Observatorio FM is a personal and voluntary decision, and there is no contractual obligation or economic retribution for it.

Any interested person can apply to participate as a leader of a new project, or apply as a collaborator in an existing one.

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FM Observatory is a platform which develops and disseminates Facility Management information. It’s accessible to all those who’d genuinely like to participate. Ethical use and objectivity are essential, and all results must be shared. You decide how long you devote to it and what you want to achieve.

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Our view of spaces or workplaces from a Facility Management perspective leads to a better understanding of such a need as a service, as it is essential to apply the same logic and methodology.

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We apply our knowledge and experience to offices, learning spaces, shopping centres and the industrial environment.



In order to make the right decisions, clear accurate market data as well as facts about the organisation itself is essential. In the Facility Management environment, this is even more critical due to the impact it has on business.

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