According to a survey of global working professionals conducted during the third quarter of 2022, over 94 percent of respondents reported making and receiving phone calls during their work activities, while 87.5 percent reported using video calls to communicate at work. Of those using video calls in a professional setting, over 55 percent did so daily. Messenger services like WhatsApp and Skype were used daily by approximately seven in 10 respondents, while collaboration tools like Microsoft Teams and Slack were reportedly used by around 60 percent of the surveyed working professionals.

Introduction

Communication in the Workplace Statistics: Effective communication is a cornerstone of workplace success. It plays a pivotal role in fostering collaboration, improving productivity, and ensuring clarity in business operations. In today's diverse and digital work environments, understanding communication trends and statistics is crucial for organizations aiming to enhance their internal and external interactions.

The rise of remote work, technology integration, and the need for inclusive communication have made it essential for businesses to adapt to evolving communication dynamics. This article sets the stage for a deeper examination of how communication impacts workplace performance, employee satisfaction, and business outcomes.

This survey shows the level of satisfaction of U.S. employees with the communication between employees and management. Some 26 percent of respondents stated that they were very satisfied in 2011.

According to a March 2023 survey of office workers carried out in the United States, 34 percent of on-site employees preferred to communicate via in-person conversations. In comparison, remote workers preferred e-mail, with 25 percent of respondents indicating this communication channel as their favorite. Emails were also the preferred communication method among employees in a hybrid setting, followed by direct messaging, and audio calls.

This report was prepared for Shared Services Canada by Environics Research Group. This research was designed to engage the people who will use the digital workplace on their needs and preferences: federal public servants. Engaging Government of Canada (GC) employees on their needs and preferences for digital communication and collaboration is a user-centric approach that will enable SSC to procure and provide tools to its customers for program and service delivery.

According to a survey conducted in June 2022 in South Korea, around 26 percent of respondents were unhappy with the imbalance of information when working remotely as opposed to working from the office. Another challenge cited by around 24 percent of the surveyed employees was difficulties with properly understanding each other in online communication.

The global market for internal communication tools is experiencing robust growth, driven by the increasing need for enhanced employee engagement, improved collaboration, and streamlined information dissemination within organizations of all sizes. The shift towards remote and hybrid work models has further accelerated this demand, making real-time communication and information accessibility crucial for maintaining productivity and employee satisfaction. The market is segmented by application (SMEs and large enterprises) and by type (iOS and Android), with large enterprises currently dominating the market share due to their higher budgets and more complex communication needs. However, SMEs are demonstrating significant growth potential as they adopt more sophisticated tools to manage their communications. The proliferation of mobile-first strategies, coupled with the rise of unified communication platforms, fuels this expansion. Technological advancements, such as AI-powered chatbots for automated responses and improved analytics dashboards for measuring communication effectiveness, are shaping the future of internal communication tools. The market shows a clear preference for cloud-based solutions due to their scalability, accessibility, and cost-effectiveness. Leading players in the market are constantly innovating, integrating features such as project management tools, employee feedback mechanisms, and knowledge bases to provide a holistic communication platform. Competition within the market is intense, with established players like Microsoft Teams and Slack facing competition from niche players catering to specific organizational needs. The market is characterized by a blend of established players leveraging brand recognition and existing customer bases and innovative startups offering specialized solutions. Future market growth will likely be influenced by factors such as increasing adoption of digital transformation strategies by businesses globally, the development of more sophisticated AI-driven features, and the increasing focus on enhancing employee experience and communication across different geographic regions. While the market presents numerous growth opportunities, challenges remain in areas such as data security and privacy concerns, along with the need for seamless integration with existing enterprise systems. A key focus for vendors lies in building trust and ensuring user adoption to fully leverage the benefits of these increasingly important tools.

According to a survey conducted between September and October, 2023, among professionals and business leaders in the United States, meeting communications required approximately 10.45 hours per week. E-mails were the second most used form of communication, occupying U.S. professionals for almost six hours per week.

After a large-scale natural disaster, demand for social welfare services increases, and the mental health of local social welfare workers becomes a matter of great concern because of their dual role as support providers and disaster survivors. We examined whether work-related social stressors, including criticism by community people and poor workplace communication, were associated with increased risk of post-traumatic stress disorder (PTSD), depression, or psychological distress 20-22 months after the Great East Japan Earthquake (GEJE; March 11, 2011) in local social welfare workers. Demographic characteristics, disaster-related risk factors (near-death experience, dead/missing family members, loss of housing), and work-related social risk factors (criticism, lack of communication) were obtained 20-22 months after the GEJE from 822 local workers. Questionnaires measured PTSD, depression, and psychological stress. Bivariate and multivariate regression analyses were applied. More local social welfare workers suffered from mental health problems than would be expected. Criticism by community people was significantly associated with probable PTSD and high psychological distress (adjusted odds ratio = 2.31 and 2.55, respectively). Furthermore, lack of workplace communication was associated with probable PTSD, depression, and high psychological distress (adjusted odds ratio = 3.97, 4.27, and 4.65, respectively). Almost 2 years after the disaster, local relief workers still suffered from mental health problems. Because post-disaster work-related social stressors constitute risk factors for these mental health problems, measures to improve working conditions and prevent and treat mental disorders should be a priority.

The benefits of internal communication not only can be associated with higher performance, but also with increased awareness of the values within an organization, setting and achieving objectives, getting involved in beneficial activities, encouraging employees’ personal development and, last but not least, educating and motivating employees to take responsibility. A responsible working environment facilitates effective internal communication, which is in line with the principles of the Bata Management System. The aim of this paper is to evaluate whether setting top-down internal communication is in line with the sustainable principles of Tomas Bata in organizations in the Czech Republic. The article assesses workplace communication and relationships, including social sustainability and social responsibility, focusing on their added value for corporate practice in all areas of business. The study is based on quantitative research in organizations across sectors and qualitative research in agricultural organizations (questionnaire survey n1 = 183; focus group n3 = 5), using the tools of descriptive statistics, logistic regression and cluster analysis. The results have shown that combining methods of top-down communication is crucial for communicating information efficiently, stimulating employees and achieving the organization´s objectives and that Tomas Bata´s philosophy concerning communication setting can be implemented even more easily in the current digital age than it was in the past if organizations are interested. The research contributes to a better understanding of how the Bata Management System can be applied within each organization, how effective communication settings will help prevent conflicts that workers are engaged in, increase their stabilization, and facilitate the application of Bata’s sustainable legacy in the international space. Research makes a significant contribution to advancing knowledge of effective communication from the perspective of Bata for the sustainability of agricultural organizations where the principles have not yet been explored. This is evidenced by the zero overlap with previously published articles despite the rapid progress of research and technology.

The global market for employee communication apps is experiencing robust growth, driven by the increasing adoption of remote and hybrid work models, the need for enhanced internal communication, and the rising demand for streamlined workflows. The market, currently valued at approximately $15 billion (estimated based on common market sizes for similar SaaS solutions), is projected to maintain a healthy Compound Annual Growth Rate (CAGR) of 15% from 2025 to 2033, reaching an estimated $45 billion by 2033. Key drivers include the need for improved employee engagement, collaboration, and knowledge sharing. Trends such as the integration of AI-powered features (like chatbots for automated responses and sentiment analysis for improved communication strategies), the increasing use of mobile-first communication platforms, and a growing emphasis on data analytics for measuring communication effectiveness are shaping the market landscape. While factors like data security concerns and the need for robust training and adoption among employees pose some restraints, the overall market outlook remains highly positive. The market is segmented by deployment type (cloud-based, on-premises), organization size (small, medium, large enterprises), and functionality (messaging, video conferencing, file sharing, task management). Leading players like Slack, Microsoft Teams, Workplace by Meta, Zoom, and others are constantly innovating to meet evolving business needs, fostering a competitive yet dynamic market environment. The success of employee communication apps hinges on their ability to seamlessly integrate with existing workflows and improve team productivity. The market’s rapid expansion reflects a clear shift towards digitally-driven communication strategies within organizations. Future growth will likely be driven by the expansion into emerging markets, the increasing demand for specialized solutions tailored to specific industry needs (e.g., healthcare, education), and the continuous advancement of communication technologies. Furthermore, the increasing emphasis on employee experience and well-being will drive further demand for tools that foster a sense of connection and community within organizations, regardless of geographical location. Companies are investing significantly in these platforms to enhance operational efficiency, boost employee morale, and gain a competitive edge.

A systematic literature review was conducted during a study of workplace acceptance and experiences of LGBTIQ health personnel with the resulting tables including quality appraisal of included papers, thematic analysis and mapping of concepts. The studies data collection was international in scope.

The number of employees in the information and communication industry in Germany increased by 71,952 employees (+5.34 percent) in 2021 in comparison to the previous year. With 1,420,205 employees, the number of employees thereby reached its highest value in the observed period. Number of employees is defined as those persons who work for an employer and who have a contract of employment and receive compensation in the form of wages, salaries, fees, gratuities, piecework pay or remuneration in kind. A worker from an employment agency is considered to be an employee of that temporary employment agency and not of the unit (customer) in which they work.Find more statistics on the information and communication industry in Germany with key insights such as turnover, production value, and personnel costs.

Data, survey, and codebook used for the study.

Snapshot img

Digital Workplace Market Size 2025-2029

The digital workplace market size is forecast to increase by USD 709.24 billion at a CAGR of 51.5% between 2024 and 2029.

The market is experiencing significant growth, driven by the reduced hardware costs for enterprises and the increasing adoption of Bring Your Own Device (BYOD) policies in Small and Medium-sized Enterprises (SMEs). These trends are transforming the way businesses operate, enabling greater flexibility and productivity. However, the market also faces challenges, particularly in the area of data privacy and security. As organizations adopt digital workplace solutions, ensuring the confidentiality, integrity, and availability of sensitive information becomes paramount. Failure to address these concerns effectively can result in reputational damage and financial losses. Companies seeking to capitalize on market opportunities and navigate challenges effectively must prioritize data security in their digital transformation initiatives.
By investing in robust security measures and implementing best practices, businesses can mitigate risks and build trust with their customers and employees. In summary, the market is characterized by cost savings, increased flexibility, and growing adoption, but also requires a strong focus on data privacy and security to thrive.

What will be the Size of the Digital Workplace Market during the forecast period?

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The market continues to evolve, with dynamics shaping its applications across various sectors. Digital literacy and employee empowerment are key drivers, necessitating change management in adopting new technologies. Virtual desktop infrastructure and productivity apps facilitate agile methodologies, while machine learning and workforce analytics enhance digital transformation. Instant messaging and collaboration tools foster communication, and unified communications streamline project management. Digital Signage and file sharing improve user experience, while user interface design ensures seamless integration. Augmented Reality And Virtual Reality offer innovative solutions, and cloud-based services enable enterprise mobility. Learning management systems and flexible work arrangements prioritize employee engagement and experience.
Security protocols and data privacy are essential considerations, with artificial intelligence and robotic process automation enhancing compliance regulations. Video Conferencing and remote work solutions enable work-life balance, ensuring a productive and efficient digital workspace strategy. The Internet of Things and compliance regulations further shape the market's ongoing evolution.

How is this Digital Workplace Industry segmented?

The digital workplace industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Component

  Solution
  Service


Application

  Large enterprises
  Small and medium enterprises


Deployment

  On-premise
  Cloud


Industry Application

  IT and telecom
  BFSI
  Healthcare and life sciences
  Government and public sector
  Others


Geography

  North America

    US
    Canada


  Europe

    France
    Germany
    Italy
    UK


  Middle East and Africa

    Egypt
    KSA
    Oman
    UAE


  APAC

    China
    India
    Japan


  South America

    Argentina
    Brazil


  Rest of World (ROW)

By Component Insights

The solution segment is estimated to witness significant growth during the forecast period.

The market is experiencing significant growth as businesses increasingly adopt technologies that enable employee empowerment and knowledge management. Change management plays a crucial role in implementing these solutions, ensuring a harmonious transition for the workforce. The digital workspace, encompassing virtual desktop infrastructure, file sharing, and cloud-based services, is a key area of investment. Machine learning and workforce analytics drive productivity and efficiency, while agile methodologies and digital transformation enable flexibility and adaptability. Employee engagement is a top priority, with productivity apps, instant messaging, and collaboration tools fostering a collaborative environment. Digital workplace strategy is guided by the Internet of Things and unified communications, enabling seamless interaction between employees, devices, and systems.

Augmented reality and digital signage offer immersive experiences, while project management tools ensure harmonious execution of projects. Robotic process automation, enterprise mobility, and learning management systems streamline processes and enhance digital literacy. Flexible work arrangements, work-life balance, and compliance regulations are addressed through digital solutions. Sec

This survey shows the extent to which U.S. employees value communication with senior management at work. Some 53 percent of respondents stated in 2011 that this communication is very important.

The IVO corpus is a collection of approx. 170,000 transcribed words of recorded virtual meetings held between July 2021 and July 2022, itemised in the 'IVO_corpus_file details' file. Recordings vary in length, number of participants, and meeting type.The ‘IVO core meetings corpus’ comprises meetings 1-15. They include 15 recordings from four different institutional contexts, ranging from municipal council meetings (DCC), a non-governmental organisation promoting arts (NCoL), an academic conference organising committee (TaLC) and a state-of-the-art software development company (GitLab). Some of these meetings are hybrid (i.e. some participants are in the same location). The meetings are agenda-driven and can be defined as workplace interaction. There are four remaining meetings (16-19) which are more representative of interviews, training sessions or presentations than meetings and so are not included in the IVO core meetings corpus. The IVO project was co-led by Anne O’Keeffe (anne.keeffe@mic.ul.ie) at Mary Immaculate College (MIC), Limerick and Dawn Knight (KnightD5@cardiff.ac.uk), at the Centre for Language and Communication Research, Cardiff University. The full project team comprised: 2 Principal Investigators (PI – Anne O’Keeffe, Dawn Knight), 2 Co-Investigators (CIs – Svenja Adolphs, Benjamin Cowan, Tania Fahey-Palma, Fiona Farr, Sandrine Peraldi), 1 Postdoctoral Researcher and 2 Research Associates over the course of the project. In addition, there were 9 academic advisors https://ivohub.com/gallery/. The project was co-funded by AHRC and IRC.This data in this corpus has been anonymised using a combination of manual and automated techniques. In addition to transcriptions of speech, the IVO core meetings corpus is tagged for selected nonverbal features. These include annotations for backchannels (head nods and spoken) in the first and last five minutes, emblematic gestures and meaningful gestures for each visible participant - saved as .eaf files (which can be opened in ELAN - see: https://archive.mpi.nl/tla/elan). The extent to which each recording was annotated for these features is detailed in the IVO_corpus_file_details (i.e. this varies from one file to the next). Where more than one feature was annotated, these were assembled into a single combined .eaf file. All .eaf files of the IVO core meetings corpus can be opened/reused in ELAN.The following files are included in this dataset:IVO_corpus_file_details: contains all information about the corpus file recordings (i.e. the meeting sessions captured within)Transcription conventions: guide to the conventions used in the corpus transcriptsYoutube Links to GitLab Videos: links to the source files that were transcribed in the corpus (users can locate these files and recreate the full multimodal corpus)ivo_meetings: containing all of the transcripts (without timestamps) from the entire corpus in a single file (.txt). This can be uploaded to a digital concordancing tool for further exploration (e.g. Sketch Engine)ivo_meetingscore: containing all of the transcripts (without timestamps) from the sample, 'core, corpus in a single file (.txt). This can be uploaded to a digital concordancing tool for further exploration (e.g. Sketch Engine)DCC1_emblems.eaf: DCC1 file annotated in ELAN - contains annotations for emblems onlyDCC2_combined.eaf: DCC3 file annotated in ELAN - contains annotations for backchannels at the start and end of the video (5 minutes each) and emblemsDCC3_combined.eaf: DCC3 file annotated in ELAN - contains annotations for meaningful gestures and emblemsDCC4_combined.eaf: DCC4 file annotated in ELAN - contains annotations for emblems onlyGit1_combined.eaf: Git1 file annotated in ELAN - contains annotations for meaningful gestures and emblemsGit2_combined.eaf: Git2 file annotated in ELAN - contains annotations for meaningful gestures and emblemsGit3_emblems.eaf: Git3 file annotated in ELAN - contains annotations for emblems onlyGit4_emblems.eaf: Git4 file annotated in ELAN - contains annotations for emblems onlyNCoL1_combined.eaf: NCoL1 file annotated in ELAN - contains annotations for meaningful gestures, emblems and backchannels at the start and end of the video (5 minutes each)NCoL2_emblems.eaf: NCoL2 file annotated in ELAN - contains annotations for emblems onlyNCoL2_emblems.eaf: NCoL2 file annotated in ELAN - contains annotations for emblems onlyNCoL4_combined.eaf: NCoL4 file annotated in ELAN - contains annotations for meaningful gestures, emblems and backchannels at the start and end of the video (5 minutes each)TaLC1_combined.eaf: TaLC1 file annotated in ELAN - contains annotations for meaningful gestures, emblems and backchannels at the start and end of the video (5 minutes each)TaLC2_emblems.eaf: TaLC2 file annotated in ELAN - contains annotations for emblems onlyTaLC3_emblems.eaf: TaLC3 file annotated in ELAN - contains annotations for emblems only

BASE YEAR	2024
HISTORICAL DATA	2019 - 2024
REPORT COVERAGE	Revenue Forecast, Competitive Landscape, Growth Factors, and Trends
MARKET SIZE 2023	3.56(USD Billion)
MARKET SIZE 2024	4.42(USD Billion)
MARKET SIZE 2032	24.9(USD Billion)
SEGMENTS COVERED	Deployment Model ,Functionality ,Organization Size ,Industry Vertical ,Regional
COUNTRIES COVERED	North America, Europe, APAC, South America, MEA
KEY MARKET DYNAMICS	Key Market Dynamics Rising adoption of virtual and augmented reality VRAR technologies Growing demand for immersive and collaborative workplace experiences Government initiatives to support the development of metaverse technologies Increasing investments in metaverse workplace tool solutions by major tech companies Emergence of new startups offering innovative metaverse workplace tools
MARKET FORECAST UNITS	USD Billion
KEY COMPANIES PROFILED	Nvidia Corporation ,Unity ,Google ,Hewlett Packard Enterprise, company ,Siemens AG ,Meta Platforms ,PTC ,Amazon ,Microsoft ,SAP ,Adobe Systems Incorporated ,Autodesk ,IBM ,Ansys
MARKET FORECAST PERIOD	2025 - 2032
KEY MARKET OPPORTUNITIES	1 Remote Collaboration and Immersive Meetings 2 Onboarding and Training in Virtual Environments 3 Data Visualization and Analytics 4 Employee Engagement and Gamification 5 Customer Experience Enhancement
COMPOUND ANNUAL GROWTH RATE (CAGR)	24.12% (2025 - 2032)

India Number of Registered Company: At Work: Limited: Government: Private: Transport, Storage and Communication data was reported at 14.000 Unit in 2014. This stayed constant from the previous number of 14.000 Unit for 2013. India Number of Registered Company: At Work: Limited: Government: Private: Transport, Storage and Communication data is updated yearly, averaging 14.000 Unit from Mar 2006 (Median) to 2014, with 9 observations. The data reached an all-time high of 19.000 Unit in 2006 and a record low of 11.000 Unit in 2009. India Number of Registered Company: At Work: Limited: Government: Private: Transport, Storage and Communication data remains active status in CEIC and is reported by Ministry of Corporate Affairs. The data is categorized under India Premium Database’s Investment – Table IN.OC002: Registered Company: At Work: Limited: by Sector.

Abstract copyright UK Data Service and data collection copyright owner.

The Workplace Employment Relations Study, 2011 (also known as WERS6) is the sixth in a series of national surveys of employment relations at the workplace level. Earlier surveys were conducted in 1980, 1984, 1990, 1998 and 2004 (the series was originally known as the Workplace Industrial Relations Survey, or WIRS). The aim of each survey in the WERS series has been to provide large-scale, statistically reliable evidence about a broad range of employment relations and practices across almost every sector of the economy in Great Britain. The data were collected to serve three purposes: to map British employment relations over time; to inform policy and practice, and stimulate debate; and to provide a comprehensive and statistically robust dataset on British workplace employment relations for public use.

The 1990, 1998 and 2004 WERS comprised a freshly selected cross-section sample and a separate, more limited panel sample consisting of workplaces who participated in the previous cross-section survey. The key design innovation of the 2011 WERS was the integration of the two elements so that workplaces in the panel sample were eligible for all four components of WERS 2011. Weights were devised to enable the panel sample to be combined with the fresh sample to form a combined cross-sectionally representative sample. The WERS 2011 has four components: a Survey of Managers comprising the Employee Profile Questionnaire (EPQ) and the Management Questionnaire (MQ); a Survey of Worker Representatives (WRQ); a Survey of Employees (SEQ); and a Financial Performance Questionnaire (FPQ) which detailed the financial performance of trading sector establishments in the 12 months before the survey. The FPQ data, alongside region identifiers, detailed industry codes for the MQ and other anonymised but potentially disclosive data will be available through the UK Data Archive's Secure Data Service (see below).

The WERS sponsors have established the 2011 Workplace Employment Relations Study: Information and Advice user support website for users of the WERS 2011 data. The site includes provision for users to contact the WERS research team with queries about the data. Further BIS information about WERS 2011, including the First Findings report and key tables are also provided on the gov.uk 2011 WERS webpage.

Confidentiality and anonymisation edits:
The following data items have been removed from the general-use (standard access or End User Licence (EUL)) version of WERS 2011: names of respondents, the workplace at which they worked, region identifiers, detailed industry classification below Section level, the Inter-departmental Business Register (IDBR) reference numbers, verbatim answers, and all data from the Financial Performance Questionnaire (FPQ). The restricted-access version of the data that will be available through the Secure Data Service (SDS) contains region identifiers, detailed industry classification, and the IDBR reference numbers of the workplaces that have consented to the linking of their WERS data to other sources and data from the FPQ. (Users should note that the SDS also holds a variety of data from WERS 2004 (WERS5).)

Latest edition:
For the sixth edition (September 2014), a new version of the management questionnaire (MQ) file was deposited, with additional variables included. Amendments have also been made to the mqsetup Stata ‘do’ file to take account of the additional variables. Finally, access restrictions have now been lifted on the Financial Performance Questionnaire (FPQ), so the data have been added to the study. For full details, see the updated Introductory Note in the documentation.


Main Topics:

The Survey of Managers (file wers11_mq_general_use) contains questions on workplace characteristics, recruitment and training, consultation and communication, employee representation, pay determination and payment systems, grievances and discipline, collective disputes and procedures, equal opportunities, work-life balance, health and safety, workforce flexibility, workplace performance, experience of the recession and workplace change.

The Survey of Worker Representatives (file wers11_wrq_general_use) contains questions on structure of representation at the workplace, time spent on representative duties, means of communication with employees, incidence of negotiation and consultation over pay and other matters, involvement in redundancies, discipline and grievance matters, collective disputes and industrial action, relations with managers, and union recruitment.

The Survey of Employees (file wers11_seq_general_use) contains questions on working hours, job influence, job satisfaction, working arrangements, training and skills, information and consultation, employee representation, and pay.