8 min read
We all know that the pandemic forced workplaces around the globe to rethink their office strategies. In order to stay open, many companies shifted to fully remote office models, leaving only those deemed to be essential workers to clock in at their actual places of business.
Key Takeaways
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Although some remote work opportunities were available before 2020 (4% of high-paying jobs), the number increased rapidly as a result of the pandemic (9% of high-paying jobs by the end of 2020), according to data research scientists at Ladders. [1]
Now, as the pandemic subsides, some business leaders are attempting to return their workplaces to normal (i.e. pre-pandemic, in-office work models). Recently, Elon Musk even made the call for his SpaceX and Tesla employees to return to the office, 40 hours per week, or to start looking for jobs elsewhere. [2]
Despite the slowing pandemic, the ability to return to the office, and (in some cases) the strong push to return to the office, the research from Ladders shows that at the beginning of 2022, the number of remote job opportunities had still continued to increase (to 15% as of February).
Despite pushes to resume the pre-pandemic workplace status quo, experts at Ladders predict that remote work opportunities will continue to grow rapidly, estimating that 25% of all professional jobs will be remote by the end of 2023. [3]
With these kinds of forecasts in mind, many business leaders are hoping to improve employee retention rates and employee productivity, during the Great Resignation, by accepting the fact that our workforce has entered a new reality where they are more empowered to find the kinds of job opportunities they desire. For example, the January 2022 Human Workplace Index from Workhuman indicated that 81.5% of employees intend to hold their employers accountable when it comes to the creation of a better workplace. Additionally, 56% said they would not wait more than 30 to 60 days for positive workplace changes before they quit their jobs. [4]
Read More: Why Do Employees Quit?
Some business leaders are choosing to get ahead of this curve, understanding that they can either choose to provide those desirable employment options or risk losing out on attracting the top talent from a much larger applicant pool.
With strong opinions on both sides, business leaders need to look at the remote work statistics and studies that are now available, consider their own business models and corporate values, and determine which type of office model is truly sustainable for their businesses: returning full-time to the office, continuing to work remotely, or introducing a hybrid work model.
A survey of more than 30,000 employees in the U.S. reported that while working remotely between 2020 and 2021, they experienced increased productivity. [5]
In addition to reporting increased productivity, employees working from home also enjoy an improved work-life balance, as they are better able to manage their own schedules around their personal lives and responsibilities. This improved work-life balance is essential to employee satisfaction and engagement.
Working in an office and adhering to a strict schedule creates stress and can lead to employee burnout. Employees working full-time in an office incur greater expenses (in both time and money) that occur as a result of their commutes to and from the office, the cost of professional clothing that fits the office dress code, childcare costs, scheduling difficulties, and less autonomy.
The American Psychological Association surveyed 1,501 workers, asking them questions about their work and wellbeing. [6] According to the results:
Owl Labs' 2021 State of Remote Work Report surveyed 2,050 full-time remote employees and found that: [7]
Despite the positive aspects of working from home, remote work is not without challenges that can affect work-from-home productivity.
A study of more than 60,000 Microsoft employees that was published in Nature, revealed that working from home made it more difficult to collaborate. [8] Another study from the same publication found that participants in video meetings, who were attempting to collaborate virtually, made less eye contact, picked up on fewer visual cues, and were less productive than during in-person meetings and collaboration. [9] Yet another study found that, despite the ability to continue making sound decisions in a virtual meeting environment, engineers who met virtually came up with fewer creative ideas. [10]
In addition to affecting collaboration, remote work can also be lonely. In fact, remote workers frequently report feelings of isolation and loneliness. [11]
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Despite the challenges of the remote workplace, the workforce has effectively spoken in favor of, at least, having the option to work from home. To provide the best of both worlds, some business leaders are considering the option of maintaining a hybrid workplace that provides employees with more flexibility and the option to work from home and/or from the office.
This model enables business leaders to combat the collaborative challenges of remote work by holding mandatory in-person innovation meetings and brainstorming sessions, while also allowing employees to enjoy the benefits, ease, money savings, and balance of working from home. Additionally, the hybrid model allows employees who prefer to work at the office, with their coworkers, in a less isolated environment the option to do so.
Read More: Managing Company Culture in a Hybrid World
Whether the hybrid work model is sustainable, however, is not yet certain. Like everything in business, this office model has challenges of its own. Before deciding to move to a hybrid office model, consider the current statistics and ask yourself the following questions:
Since the shift to remote work and hybrid office places is relatively new, the data is new, too. It's also fairly limited. However, the topic is current, relevant, important, and on every business leader's mind.
Read More: Are Employees More Productive at Home?
Gallup surveyed more than 140,000 workers across the United States and found: [12]
According to an article from Intuition: [13]
As you adjust your office's model, shifting from remote work back to full-time in-office workers or exploring a hybrid office model, it's imperative that you keep a close eye on your financial health and a few key performance indicators to determine the effects of the changes you make. Be sure you have sound back-office systems in place for measuring metrics such as ROI on labor, employee retention rates, employee attrition rates, turnover costs, and productivity.
These metrics can help you determine which type of office model is the right one for your business, your employees, and your customers, ensuring you successfully settle into the new, post-pandemic normal (whatever that might look like for your company).
[2] https://arstechnica.com/tech-policy/2022/06/musk-to-tesla-and-spacex-workers-be-in-the-office-40-hours-a-week-or-quit/
[5] https://www.chicagobooth.edu/review/are-we-really-more-productive-working-home
[6] https://www.apa.org/monitor/2022/01/special-burnout-stress
[8] https://www.nature.com/articles/s41562-021-01196-4
[9] https://www.nature.com/articles/s41586-022-04643-y#Tab3
[10] https://www.nature.com/articles/s41586-022-04643-y
[12] https://www.gallup.com/workplace/390632/future-hybrid-work-key-questions-answered-data.aspx
[13] https://www.intuition.com/hybrid-working-stats-every-professional-should-know-in-2022/