The Future of Work (FOW) Planning Group appreciates the support of the University community in contributing feedback on the Future of Work Employee Experience Survey. The purpose of the survey was to gather information related to employee work experiences during the COVID-19 pandemic and on remote work and alternate schedules going forward. A summary of feedback is provided for the UMW community in a conscious effort to be transparent about the process and the results, and so that it can be used by the University to inform the ongoing work of this group.
To view the quantitative survey results: Future of Work Employee Experience Survey – Public Results
About the Survey
The survey was comprised of both quantitative and qualitative data questions to allow results to be analyzed while capturing the individual experiences of employees through open-ended text. The survey was open for response collection from June 10 to June 28, 2021 and gathered 386 responses out of a total employee population of 732 (Classified, Wage, A/P Faculty, and Faculty classifications). While the feedback that was received in the open-ended questions was shared internally, the group intentionally did not publish responses to protect the anonymity of the respondents. Percentages reported are rounded based on the results of the survey.
Demographics
- The largest group of respondents was Classified Staff (38%), followed by Faculty (31%), A/P Faculty (24%), and Wage (7%) employees.
- 50% of respondents came from the Academic Affairs division under the Provost.
- 83% of respondents described their position as one that provides some, occasional or full time public-facing services.
- The number of non-supervisors (51%) and supervisors (49%) that responded were nearly equal.
Things We Learned
Telework
-
- Prior to the pandemic, 40% of employees responding were not engaged in any workplace flexibility which included telework or an alternative schedule. Slightly over 46% indicated that they had a small degree of workplace flexibility and 13% stated that they had a great deal of workplace flexibility pre-COVID. At the time of survey completion (June 2021), 77% of the respondents indicated that they now hold a schedule with some degree of flexibility, e.g., telework and/or an alternative schedule.
- Of the respondents for whom teleworking was NOT an option, 68% believed that their area could implement a flexible work schedule, and 22% responded it may be a possibility.
- 16% of respondents stated they would like to go full time remote (5 days a week) when COVID-19 is no longer a concern, with almost 10% of respondents preferring no remote working post-pandemic. For those in the middle, 45% of respondents stated their preference for hybrid or part-time remote work (1-3 days per week), and 29% stated that their preference to work remotely occasionally or as needed.
- 82% of the respondents stated they felt their workplace flexibility was supported by their supervisor
- Many employees were able to take advantage of online professional development programs while teleworking
Trust
-
- Nearly 86% of the respondents indicated that they generally felt trusted to work from home, and 72% indicated that working remotely will likely not negatively impact their promotion opportunities.
Communication
-
- Nearly 88% responded that they were in regular contact with their department colleagues and supervisor/manager, and 76% stated that they were not concerned with communication and response time among co-workers or other University employees.
- Virtual meetings allowed for higher participation, bringing together people from a variety of departments.
- 84% of respondents indicated they were comfortable discussing their preferred work environment with their supervisor.
Productivity
-
- 88% of the respondents stated that they feel productive in their current work environment. 87% additionally stated they felt that their current physical workspace was suitable for job needs.
- 88% believed that no additional support (training, equipment, software) was needed to work remotely and over 72% had reliable Internet connectivity to continue their work.
- These employees also noted increased productivity, positive morale and effective online interactions
Concerns As We Move Forward
Childcare or Elder Family Needs
-
- Family care needs were a general concern for approximately 23% of the respondents during the pandemic. With the return to campus, family care needs continue to be a concern for approximately 21% of the respondents.
Work/Life Balance
-
- Maintaining a “healthy work and life balance” is challenging during the best of times and particularly during this pandemic. Slightly more than 40% of employees noted maintaining work/life balance as a continuing challenge when returning to campus.
Other Return to Campus Concerns
-
- Other concerns included general anxiety about being around other people (24%), returning to a commute (24%), and disruption to current routine (27%). Of note, 29% of respondents reported they had no concerns about returning to campus, with 65% feeling somewhat or extremely comfortable with returning to their on-campus work site.
- While some employees moved to telework seamlessly, there were still some employees that noted remote work offered challenges and telework inequity.
- Lack of university consistency in technology, such as digital signatures and document storage, was mentioned. Some respondents also requested training to use the technology that was implemented.
- Decreased synergy, feelings of isolation, lack of department support were also felt by some employees as well as drifting from UMW’s mission. Some felt work was slower and less effective due to the less than optimal staffing in departments.
- Both faculty and staff reported that they missed in-person student engagement. Some faculty noted that teaching virtually negatively impacted the quality of interaction with the students. While other faculty praised the success of remote teaching and indicated a desire to continue teaching virtually and, perhaps, some frustration that they would not be allowed to do so. Several expressed that we should offer students more online classes moving forward.
Other Items Noted
- Respondents noted the need for uniformity in online tools and the need for increased investment in digital technology and people who can help train and implement new systems.
- A number of people identified the need for standard campus-wide tools and technologies for electronic signatures and document storage.
- The need for consistency of supervisor actions campus wide and access to common resources have also been noted.
Thank you again for taking the time to provide feedback. We look forward to working with Cabinet on next steps. If you have any questions or concerns about the summary or survey results as they have been reported, please contact the Future of Work Planning Group using the Feedback Form on the group’s website, or contact Beth Williams and Julie Smith.