In December 2021, leveraging the learning driven by the pandemic period, the Rectorate and the Social Support Services (SAS) implemented a hybrid work regime, immediately adopted by 30% (47) of the Rectorate workers and 25% (17) of the SAS workers. The rector’s decision was officially published in the deliberation 173/ 2021 and renovated until the end of 2023 (the document is available in the end of the current article). At the end of 2022, 98 workers enjoyed this benefit at the Rectory, corresponding to 61% of the total number of workers. In SAS, the percentage remained at 25%, given the nature of the activity.
This decision was grounded in the recognition that people are the University’s most valuable resource, as mentioned by NOVA’s Strategic Plan 20-30. Attracting and retaining talent was the biggest challenge human resources management faced, particularly after the pandemic has opened the work environment to different possibilities. People started looking for a stronger balance between professional, personal, and family life (work life balance), and a new ‘normal’ had to be implemented.
In 2022, NOVA University Lisbon conducted a survey to evaluate this policy, and the results presented demonstrate a high level of satisfaction with the scheme (90% classify it as Very Good or Excellent) and the willingness of all employees to remain under this scheme.
Among the positive aspects, a few highlights:
- Time saved with less commuting trips was considered by 61% to be one of the most relevant criteria (more than 40% placed this criterion in 1st place); The cost savings were indicated by 32%;
- 42% considered work-life balance to be the most appreciated positive factor; 30% named quality of life and well-being;
- The “Greater Productivity” factor also stands out with 42% and “Higher concentration” with 27%;
- Increased motivation and greater freedom in managing and executing tasks were considered the most relevant by 26% and 22%, respectively;
- It should also be noted that 7% of workers considered reducing stress as a relevant factor.
The survey also highlights some negative aspects of this working mode:
- Less face-to-face contact with colleagues was considered by 67% of workers; this social indicator is complemented by the danger of greater social isolation indicated by 27%;
- The possibility of working more hours (not disconnecting) and the tendency for excessive employee availability were indicated, respectively, by 62% and 44% of the population;
- 30% reported difficulties in remote access and internet connection;
- Less recognition and unequal treatment among workers were valued by, respectively, 19% and 11%, with 12% also considering the lack of clear communication with their manager;
- It should also be noted that the generation of a negative effect on work-life balance was also pointed out by 14% of respondents.
In summary, NOVA concluded that this was a decision with a very positive impact on workers, but at the same time, with benefits to the employer, in terms of performance, motivation and cost reduction. This assessment was also able to identify areas for continuous fine tuning of this great initiative.