2022 Work Trend Index: Annual Report with their immediate team members report with weak organizational networks. Having a better wellbeing than those with poor broad network also fuels career opportunities relationships (76% versus 57%). They also within a company—LinkedIn data shows that report higher productivity (50% versus 36%) employees at companies with high internal and are less likely to change employers in the mobility stay almost twice as long. year ahead (61% versus 39%). Our research shows many hybrid employees Strengthening networks outside of the have been successful at maintaining their immediate team matters, too. Employees workplace relationships. More than half (58%) “When people trust one another with thriving relationships beyond their say they have a thriving relationship with immediate team members say they’re more their direct team, and 48% say they have a and have that kind of [social] satisfied with their employer (76% versus thriving relationship with people outside their capital, you get a willingness 57%), more fulfilled by work (79% versus immediate team. However, these numbers to take risks, you get more 59%), and have a more positive outlook on dip to 50% and 42%, respectively, for remote workplace stress (40% versus 30%) than those employees—highlighting the need for leaders innovation and creativity and to help fully remote employees build strong less groupthink.” and broad networks. —Nancy Baym, Principal Researcher, Microsoft Research