Employers should be aware that when a candidate is deciding between job offers with similar compensation, the opportunity to work flexibly can become the deciding factor. The survey asked people if they had hunted for a job recently or were planning to hunt for one. Unsurprisingly, the most common rationale for a job hunt was a desire for greater pay or more hours, followed by a search for better career opportunities. The third-most-popular reason was looking for a flexible working arrangement. Thirty-five percent of respondents say they can work from home full-time. A mere 13 percent of employed respondents say they could work remotely at least some of the time but opt not to.
- Who, other than your employees, will shape the products of the future, drive the efficiency of your teams, and see through the growth and health of your business plan?
- And as it becomes harder and harder to secure solid talent, telecommuting is a popular benefit many businesses are offering to entice the best employees.
- In this case, you might be fine with the partially remote, large headquarters (HQ) model in the exhibit.
- The opportunity to work flexibly differs by industry and role within industries and has implications for companies competing for talent.
- For many businesses, even a couple of decades ago, working remotely would have been nearly impossible.
- He blamed greedy executives for pocketing extra profits as technology has boosted worker productivity.
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Cost saving
So maintaining a healthy work-life balance is top of mind for so many employees. The ability to balance these two worlds has become the key to feeling happier and more productive while at work. Saving time that would otherwise be spent on a long commute allows employees to have better work-life balance and adds hours back into their days.
Here are a few reasons you should consider allowing remote work on your growing team. The key to differentiating between a workplace fad and an economic strategy lies in the hands of the businesses. If corporate leaders throughout the world believe remote work is beneficial to the sustainability of their brand, then they’ll invest in the development of it as a resource. In other words, if there is value in telecommuting for organizations, there is value for the world. Those battles have largely come to an end, and workplaces have reached a new hybrid-work status quo. Roughly one-tenth of workers are cobbling together a combination of work in the office and from home, and a similar portion are working entirely remotely.
Greater Flexibility
Once people get a taste of working remotely, they rarely ever go back to an office. But, in an office, you can quickly be pulled in a million directions and easily find yourself chatting with those around you. Most days, there would be a lot of people stopping by my desk, and in every one of those cases, it would be to work on their agenda and not mine. Remote provides the perfect opportunity for that person to find a rewarding, well-paying position without sacrificing their lifestyle or values. After 16 years of running a remote company, I can confidently say that I would never go back to working in an office.
This type of flexibility in the workspace became necessary during the Covid-19 outbreak. And, most importantly, we have all the right tools and technology that allows it. When deployed correctly, generative artificial intelligence can help employees become more innovative, free them from how companies benefit when employees work remotely mundane tasks, and improve their communication skills. Together, all the research led us to identify six drivers of health that employers can most easily influence. Letting them work remotely lets you keep them on your team, even if they’re working from the other side of the country.
of remote workers said remote work helps balance their work and personal life
The potential for this new research to help inform discussions about remote work policies excites Choudhury. Giving knowledge workers, particularly those who work solitarily, the freedom to choose their location could benefit not only employees, but companies and the environment, too. Dell’s new WFH policy follows the February 2023 layoffs https://remotemode.net/ of about 6,650 workers, or around 5 percent of employees. Unnamed employees that BI spoke with showed concerns that the upcoming policy is an attempt to get people to quit so that Dell can save money on human resources without the severance costs of layoffs. Others are concerned that the rule changes will disproportionately affect women.
Employees can also surround themselves with things that inspire them to be creative when they work remotely. And for those who work better when they can talk through things out loud, having the privacy to do so without disturbing coworkers can be an asset. Based on this statistical analysis, remote work is not going anywhere any time soon. Even further, companies would be wise to prioritize the “remote work revolution” as a strategy to enhance their top objectives in this new decade.
In today’s talent-driven world, personalization, employee wellness, financial support, remote work, AI adoption, data security, and dependent eligibility verification are vital. Organizations fostering such a culture value and support their most crucial asset—their employees. Secova, through its advanced technology, empowers organizations to analyze employee data effectively, gaining insights into their unique needs and preferences. This data-driven approach allows HR teams to craft customized benefits packages tailored to each individual employee. For instance, a younger employee may prioritize student loan assistance, while an older employee might focus on retirement planning. Personalization not only enhances the employee experience but also nurtures a sense of loyalty and belonging.