Work in IT

See what work in IT looks like. Check if burnout is a problem and what IT specialists consider most important in their work.

Polish IT Community Report 2024 Hero Image

Work conditions in IT

How many days a week do you work remotely?
In days per week
 
2022
2023
2024
1-2 days remotely
5.5%
10.8%
11.5%
3-4 days remotely
6.9%
16.2%
17.4%
Every day remotely
83.7%
65.5%
62.8%
I do not work remotely
3.9%
7.5%
8.2%
The share of employees working remotely 100% of the time decreased by more than 2 percentage points. Meanwhile, the number of employees who commute to the office daily increased by 0.7 percentage points compared to last year.

Comment

The traditional 9 to 5 office work routine has undoubtedly moved to the background in recent years due to the pandemic and changes in technology and organizational culture. Currently, employees often can choose from models of remote, hybrid, or 100% in-office work. Each comes with unique benefits and challenges. The report shows that nearly 63% of respondents have the option to work remotely every day. The "remote" mode of work has been adopted by thousands of companies around the world. Remote work provides flexibility, promotes a balance between professional and private life, and better management of family responsibilities. The hybrid model combines remote and office work, recognizing the value of coworkers meeting in the physical world, not just through laptop screens, while still benefiting from remote work. Traditional office work previously facilitated spontaneous collaboration, teamwork, and building relationships. It offers immediate access to resources and mentoring in professional development. At SOFTSWISS, we encourage remote work but also offer modern offices in key locations for those with other preferences. As an international technology product company employing 2000 staff from 26 countries, we strive to meet the needs of our employees across different time zones, with 5 offices in Poland, Georgia, and Malta.

Natalia Perkowska
Co-Chief HR Officer
SOFTSWISS
How many days a week would you like to work remotely?
1-2 days
45.8%
3-4 days
31.7%
Every day
17.8%
I don't want to work remotely
4.6%
1-2 days
5.7%
3-4 days
60.4%
Every day
32.7%
I don't want to work remotely
1.2%
1-2 days
2.0%
3-4 days
13.3%
Every day
84.1%
I don't want to work remotely
0.7%
1-2 days
32.2%
3-4 days
18.5%
Every day
11.2%
I don't want to work remotely
38.2%
An interesting fact regarding the previous graph is that a significantly higher percentage of people want to work completely remotely, up by 7.5pp compared to the previous year. On the other hand, the percentage of people who want to work exclusively in the office has increased by 4.6pp.
What percentage of total work time do you consider as efficient work?
Below 25%
4.3%
25-49%
20.4%
50%-74%
51.1%
75%-89%
20.7%
Above 90%
3.5%
The number of people who consider the majority of their working time to be effective decreased by 5.5 percentage points. A very low result, meaning below 25% efficiency, was indicated by 1.8 percentage points more people compared to the previous year.

Comment

A high percentage of specialists evaluating their work as inefficient, regardless of whether they work remotely or not, might be surprising. On the other hand, it clearly indicates how much potential lies in good self-organization and effective team or project management.

Artificial intelligence can become a natural tool for enhancing work efficiency today. In collaborating with our clients on AI solution implementations, we see various areas where AI can boost efficiency. And there are really many of them. In terms of not just companies but even IT specialists themselves, AI can play an even greater role in enhancing the efficiency of creating secure code.

Łukasz Romaniuk
Board Member
10Clouds
The biggest obstacles to effective work
Faulty procedures in the company
40.4%
Communication issues in the company
36.3%
Technical/technological shortcomings in the company
26.3%
Time pressure
22.0%
None
19.6%
I cannot organize my work.
17.6%
Workplace
9.2%
Bad work atmosphere
8.8%
Other
6.9%
Meetings
1.4%
Still, the biggest obstacle to effective work is the flawed procedures within the company. And additionally, nearly 6 percentage points more respondents pointed this out than in 2023. The problem with communication was highlighted by 7.4 percentage points more than last time. Technical deficiencies in the company also gained in unfortunate popularity, from 18% to 26.3%. Other factors also recorded slight increases in the context of complaints, however, one response remains stable - ~19% of people have no obstacles at all. :)
The biggest obstacles to effective work and work mode
Faulty procedures in the company
44.2%
Communication issues in the company
37.6%
Technical/technological shortcomings in the company
26.7%
Time pressure
22.6%
I cannot organize my work.
16.8%
Workplace
15.9%
None
14.8%
Bad work atmosphere
10.5%
Other
6.6%
Faulty procedures in the company
40.6%
Communication issues in the company
35.9%
Technical/technological shortcomings in the company
23.8%
Time pressure
21.1%
None
18.6%
I cannot organize my work.
16.1%
Workplace
12.1%
Bad work atmosphere
8.6%
Other
7.7%
Meetings
1.6%
Faulty procedures in the company
39.6%
Communication issues in the company
35.8%
Technical/technological shortcomings in the company
26.6%
Time pressure
21.8%
None
21.2%
I cannot organize my work.
18.4%
Bad work atmosphere
8.5%
Other
6.7%
Workplace
6.5%
Meetings
1.6%
Faulty procedures in the company
40.6%
Communication issues in the company
38.7%
Technical/technological shortcomings in the company
28.7%
Time pressure
24.2%
None
16.2%
I cannot organize my work.
15.7%
Workplace
14.2%
Bad work atmosphere
9.5%
Other
7.7%
Interestingly, those who work from the office every day point to poor communication within the company as a hurdle more often than those who do not go to the office at all, by 3.5 percentage points more respondents. Practically for all obstacles, those going to the office every day scored more points on the bar charts than people working in a 100% remote mode. It may not be surprising that a higher percentage on the side of the latter gained the response that there are no obstacles at all, by nearly 6 percentage points.
Which of the benefits do you consider the most attractive?
4-day work week
51.5%
Flexible working hours
51.4%
Additional vacation days
35.8%
Private healthcare
34.9%
Training and vocational courses
30.2%
Sports cards
16.4%
Company stocks
15.8%
Language courses
11.1%
Parties and team-building trips
9.9%
Life insurance
8.2%
Lunch card / meal subsidies
7.7%
Catering / snacks in the office
4.2%
Funding for a psychologist
4.1%
Funding home cleaning service
2.9%
Medical care for animals
1.8%
Work phone
1.2%
Other
0.8%

Comment

Private medical care, life insurance, or a sports pass are already standards in the job market today. However, to stand out and ensure long-term development, both for employees and the organization itself, one must go a step further.

At ING Hubs Poland, we place great emphasis on providing our employees with a range of benefits related to the development of hard and soft skills. Each employee is different, so it is worth trying to create opportunities that will satisfy various needs.

As a multicultural work environment, we create comfortable conditions for every employee, regardless of their gender, age, or origin. We support a culture of inclusivity, among other things, by creating groups focused on: the presence of women in the technology environment, the LGBTQ+ community, cultural diversity, and people with disabilities and neurodiversity.

Another very important area is wellbeing. At ING Hubs Poland, we implement a strategy in this area based on three pillars: body and physical fitness, emotions and mental resilience, balance between work and private life. Everyone has access to a mental health hotline, preventative health screenings, or additional days off. Thanks to such an approach, it is possible to comprehensively take care of the well-being of employees, which in today's world is of particular importance.

Anna Daszczyńska
Head of HR
ING Hubs
Which of the things mentioned is most important to you in work?
Money
42.2%
Professional Development
23.7%
Possibility of remote work
12.2%
Peaceful work
10.7%
The ability to combine work with other responsibilities
5.8%
People
3.5%
Stability
1.9%
Money remains the most important aspect of work, increasing in importance this year from 22% to 42.2%. Remote work has become the norm for many, reflected in the chart with 4.7 percentage points fewer survey respondents considering it the most important. An interesting difference is stability, which decreased from 9.3% last year to 2% this year.
How did you learn about your current employer?
Friends
26.5%
Job offers portal - industry-specific
25.0%
IT headhunter / recruiter
13.9%
Job offers portal - general
13.8%
Social Media (Facebook, LinkedIn, etc.)
11.7%
Employer's website
3.5%
Conference / Event
2.7%
Do you have a company you dream of?
I don't have such companies
73.6%
I have specific companies in mind
26.4%
What motivates you to stay in your current job?
Flexibility in work (such as remote work, flexible work hours, etc.)
65.4%
Work atmosphere / people
54.5%
Earnings
49.6%
Job security
24.1%
Learning and self-improvement
19.1%
Technologies used in the company
8.6%
Free selection of tools / technologies
7.9%
Possibility of promotion
7.4%
Company values and organizational culture
7.2%
Location
7.0%
Non-wage benefits
5.3%
Employer prestige / brand
4.6%
I don't know
3.8%
In most cases, the results changed slightly, but we observed an increase in labor flexibility by almost 6 percentage points. However, benefits in terms of learning and self-development decreased by around 7 percentage points.
What could motivate you to change jobs?
Earnings
89.3%
Flexibility in work (such as remote work, flexible working hours, etc.)
35.7%
Learning and self-improvement
24.5%
Work atmosphere / people
23.7%
Possibility of promotion
20.9%
Technologies used in the company
19.8%
Job security
16.2%
Employer prestige / brand
10.3%
Non-wage benefits
9.7%
Company values and organizational culture
7.3%
Location
5.6%
Free selection of tools / technologies
4.1%
I don't know
3.1%
What information do you need to make a decision on applying?
Salary ranges
91.4%
Remote work dimension
69.0%
Description of a technology stack
55.5%
Description of required experience
54.4%
Type of contract
50.7%
Detailed information about the project
36.4%
Office location
23.4%
Proposed benefits
19.5%
Information about the company name
15.9%
Recruitment mode (remote/on-site)
14.4%
Information about colleagues
7.8%
What is your current level of satisfaction with your job?
1 - very low level, 5 - very high level
4.0%
1
8.1%
2
28.5%
3
40.8%
4
18.4%
5
The level of interest in changing jobs at the moment
1 - very low level, 5 - very high level
16.7%
1
20.3%
2
30.0%
3
17.8%
4
15.2%
5
In what degree your job is your passion
1 - very low degree, 5 - very large degree
2.5%
1
5.9%
2
28.7%
3
39.3%
4
23.7%
5

Comment

For many people, work is one of the most important elements of life. Survey results indicate that for a significant group of respondents, work is not merely a duty, but a source of deep passion. Over 23% of those surveyed described their workplace as an area of intense passion, reflecting a rare but significant phenomenon of professional engagement with personal passion. It is precisely these employees, who not only perform their duties but also find a source of inspiration in them, who often achieve exceptional successes and bring innovative approaches to the workplace.

On the other hand, for the majority, as much as 39.3% of study participants, work constitutes a significant source of passion. This means that although they may not experience extreme emotions associated with work, they nevertheless approach their daily duties with a high degree of engagement. This approach could be key to maintaining a balance between professional and private life, which is becoming increasingly important in today's demanding work environment.

For 29% of respondents, work is a passion to a moderate extent. Although for them, the profession is not the main source of passion, there is still an element of engagement. This group is likely seeking a balance between work and other areas of life, finding satisfaction in a moderate level of professional engagement.

In summary, these results show diverse engagement, but at the same time, they demonstrate that in the IT sector, which requires continual expansion of knowledge, it is impossible to do so without linking it to passion.

Work that is a passion has many advantages. It brings satisfaction, motivation, and a sense of fulfillment. It also allows for development and achieving success. However, combining passion with work can also pose certain risks. Therefore, it is important to seek balance, for the employer to support the physical and mental health of employees, as a condition of emotional well-being. This is our mission in our company; we implement it for our employees, but also for the employees of our clients.

Marcin Aniśko
Corporate Architecture Team Manager
Benefit
Experiencing burnout and work experience
1- very small extent, 5 - very large large extent
50.0%
1
29.7%
2
12.5%
3
4.7%
4
3.1%
5
48.1%
1
24.1%
2
18.0%
3
6.8%
4
3.1%
5
26.7%
1
26.5%
2
27.0%
3
14.8%
4
5.1%
5
16.3%
1
23.4%
2
32.8%
3
18.8%
4
8.7%
5
18.1%
1
23.0%
2
31.3%
3
19.4%
4
8.3%
5
14.7%
1
20.2%
2
27.9%
3
24.8%
4
12.4%
5
10.0%
1
22.5%
2
25.0%
3
20.0%
4
22.5%
5
As one might guess, the feeling of burnout increases directly in proportion to the length of service. Assuming, of course, that a Mid-level Manager has a longer tenure than a Senior and the longest tenure is held by individuals at the Director/C-level. As much as ~22% of the latter experience occupational burnout.
Experiencing professional burnout and specialization
1- very small extent, 5 - very large large extent
26.1%
1
21.8%
2
28.7%
3
17.2%
4
6.3%
5
32.0%
1
26.3%
2
22.2%
3
14.7%
4
4.9%
5
18.5%
1
26.2%
2
30.8%
3
15.4%
4
9.2%
5
25.7%
1
29.5%
2
22.9%
3
21.0%
4
1.0%
5
27.5%
1
23.1%
2
27.1%
3
14.9%
4
7.5%
5
13.9%
1
21.8%
2
33.7%
3
18.0%
4
12.6%
5
28.0%
1
25.4%
2
27.0%
3
14.1%
4
5.5%
5
27.2%
1
18.5%
2
25.2%
3
21.9%
4
7.3%
5
29.5%
1
26.4%
2
26.5%
3
12.3%
4
5.4%
5
23.2%
1
24.2%
2
24.2%
3
13.1%
4
15.2%
5
Experiencing burnout and work schedule
1- very small extent, 5 - very large large extent
27.7%
1
24.3%
2
27.0%
3
15.2%
4
5.7%
5
27.9%
1
25.4%
2
26.4%
3
15.2%
4
5.1%
5
25.9%
1
25.1%
2
27.7%
3
14.7%
4
6.6%
5
32.8%
1
21.8%
2
24.1%
3
14.3%
4
7.0%
5

Comment

Data indicates that remote work affects the level of occupational burnout. Employees who do not work remotely more often experience higher burnout, with the percentage of those very burned out at 7%. In comparison to those who work remotely 1-2 and 3-4 days a week - here this percentage is ~5.4%. Interestingly, a complete transition to remote work is associated with an increase in average burnout. This suggests that moderate remote work may help reduce extreme burnout, while full-time remote work may be less beneficial.

Most companies, including large ones such as Totalizator Sportowy, have decided to introduce a hybrid work model, allowing managers and employees to decide how often they want to appear in the office, without completely abandoning the stationary work model. The proportion of remote and office work in a given position is primarily determined by the nature of the tasks performed by the employee. Such a strategy allows employers, as the above results prove, to more effectively minimize the risk of occupational burnout.

Piotr Kaczmarek
Frontend Developer
Totalizator Sportowy
What is your level of satisfaction with your current job and remote work?
1 - very low level, 5 - very high level
6.2%
1
11.6%
2
33.2%
3
35.5%
4
13.5%
5
3.8%
1
6.6%
2
27.8%
3
44.1%
4
17.8%
5
3.5%
1
7.6%
2
27.7%
3
41.5%
4
19.6%
5
5.7%
1
10.5%
2
29.9%
3
36.2%
4
17.7%
5
Do you socialize with people from work?
No
4.2%
Not really
23.2%
Rather yes
47.2%
Yes
25.4%

Comment

Over 70% of surveyed individuals confirmed that relationships with colleagues are significant to them. What can and should an employer do in this matter? Support these bonds and give people as many opportunities as possible to spend time together. It has long been known that in teams where people like each other, cooperation and communication run more smoothly. Good relationships between employees create a positive atmosphere, engagement, increase productivity, and reduce stress levels. Stronger bonds between team members also contribute to lower turnover in the company and shape a greater sense of belonging to the organization.

We are aware of this at KMD! We actively build and financially support so-called Passion Clubs, where our employees can jointly develop their passions such as running, volleyball, sailing, board games, and even paragliding. Currently, we have as many as 15 such clubs!

Aleksandra Dudczak
Senior Employer Branding Specialist
KMD

Another key aspect of relationship building in KMD is joint charity activities. We are very proud of our employees who surprise us every year with their creativity and commitment during the Noble Box, charity auctions, campaigns for animal shelters, or conducting programming lessons for children.

Let's not forget about team-building events, competitions, and monthly events at the office. From time to time, we meet to celebrate together, for instance, Programmer's Day or Hygge Day, or compete during a foosball tournament or a pub quiz. Twice a year, we meet outside the office for large events that, apart from standard integration, also include team-building elements. The mentioned activities positively impact the wellbeing of our employees, which is also a key factor in creating a positive atmosphere at work and beyond.

Magdalena Czyżewska
Senior Communication Specialist
KMD
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