Why Employers Need to Embrace Remote Work Options to Attract Top Talent
In the past, working remotely was a rare perk or privilege, often seen as a last resort for employers to accommodate employees who were unable to come to the office. Although technology has long made it possible to do some jobs from a living room couch or a hammock on the beach just as well as from an office cubicle, employers have been reluctant to embrace remote work options. Then the Covid-19 pandemic struck, forcing many employers to close their offices and try an unplanned work-from-home experiment. In spite of pandemic restrictions easing and health fears gradually becoming less of a factor in return-to-office discussions, a majority of remote employees are still resistant to the idea of returning to an office setting. Although many managers are anxious to get back in the office, some forward-thinking companies like AirBNB are embracing these changes to the traditional work model, and others will likely follow suit so they can attract and retain top talent.
The Rise of Remote Work
It's no secret that the pandemic has had a profound impact on the way we work. As lockdown and stay-at-home orders were issued, businesses abruptly sent home everyone whose jobs could be performed remotely. Most people had little notice or preparation for this transition, making the first few months chaotic as employees adjusted to Zoom meetings and teams software while working at dining room tables or bedroom desks with children and pets underfoot. But as companies got more organized and employees settled into a new normal, many people found they actual preferred working remotely-- and don't want to go back to the office.
According to data from the US Chamber of Commerce, 36% of middle-market companies polled in the fourth quarter of 2021 reported they had remote employees who were in-office before the pandemic. Out of that 36%, 65% were currently using hybrid work options and 48% were allowing permanent full-time work options for certain employees. A Pew Research Center study found that 59% of employees whose work could be done from home were still completely or mostly remote as of January 2022. While this number is reduced from 71% in October 2020, it is a huge increase from the 23% who were working remotely prior to the pandemic. While in October 2020, 64% were working from home because going into the office was not an option, but by January 2020 that number had decreased to 38%, with 61% of employees saying they weren't going into the office because they preferred remote work. Fear of contracting the coronavirus was becoming less of a concern, with only 42% citing it as a significant reason they were choosing to work from home as of January 2020. A Gallup poll from September 2021 found a similar preference for remote working options, with 91% of employees who were working from home at least some of the time wanting to continue having this option, and 3 in 10 remote workers saying they would look for other work if they were required to return to the office full time.
The Airbnb Approach
Regardless of what employers want, it's clear that employees are looking for more flexibility, and in a tight candidate market where the power is squarely in the employees’ hands, employers will need to pay attention to these preferences to compete for top talent in a global talent pool. Some companies like Airbnb are embracing the change to the traditional work model, announcing that their employees would have the option to be remote full-time or to come into the office, as well as other perks such as the option to travel and work around the world and a promise that salaries won't vary based on their location. CEO Brian Cesky cited a desire to foster innovation and creativity while finding the best combination of in-person and remote collaboration in his explanation of Airbnb's commitment to more flexible work arrangements.
The response from job seekers was overwhelming-- more than 800k people visited the Airbnb careers page after they announced their new remote working policy. Whether this and similar models will become the new normal remains to be seen, but one thing is certain: employees are demanding changes in the way they work, and employers will need to adapt if they want to remain competitive.
The Benefits of Remote Work for Employees
From the employee's perspective, there are numerous benefits to working from home. For starters, remote work offers much greater flexibility than a traditional office environment, and better work-life balance is a priority for many employees. This flexibility can be especially helpful for those who have young children or other family responsibilities. In addition, working from home can save employees a significant amount of money on expenses including commuting and parking costs, childcare, eating out, and buying a professional wardrobe. And for those who live in expensive cities, being able to work remotely opens up the possibility of relocating to a more affordable location. Besides saving time commuting to and from an office, remote work means increased productivity for some by eliminating the distractions of the office. Many employees feel less stressed and better able to focus, making them more efficient at their jobs and helping to lower employee turnover rates.
Benefits of Remote Work for Employers
There are notable benefits for employers as well, and an effective remote or hybrid work arrangement can be a win-win situation for both employers and workers. Better work-life balance will make healthier and happier employees, which leads to increased productivity and improved retention rates. In addition, employers can save significant amounts of money by not having to provide office space, equipment, or paid parking for employees. And a remote workforce gives employers the ability to hire the best talent regardless of location, creating a more diverse workforce who will bring new ideas and perspectives. By offering more flexibility, employers will also ensure they stay competitive in a tight candidate market and put themselves in a position to attract talented professionals, who may actually reject job offers that don't allow a work-from-home option.
The Drawbacks of Remote Work
Of course, working from home has its drawbacks as well, which employers should be prepared to manage and overcome. Some employees find their work-life balance is considerably improved by remote or hybrid work arrangements, while others find it hard to clearly divide work time from personal time. It can be easy to overwork when you're at home since there is no physical separation between your work life and personal life, and employees may become burned out if they are unable to shut off at the end of the work day. Others find it difficult to stay motivated without the structure and support of a work environment or may find their home environment too distracting to be productive. In addition, remote work environments can be isolating for some people and they may struggle to build relationships with colleagues. And for those who live alone, working from home can magnify feelings of loneliness.
For teams, the collaboration and creativity that comes from in-person interactions can be lost when team members' communication is limited to scheduled virtual meetings or messaging apps, and time zone differences can also make collaboration in real-time extremely difficult. Not every job can be done from home, and in companies where only some departments are remote teams, there may be communication issues or a disconnect between in-office employees and remote workers. Managers may also find it difficult to effectively manage remote employees and ensure they are meeting deadlines and being productive.
Disparities in technology access can also limit the ability of some employees to work from home effectively. Not everyone has a laptop or desktop computer, a fast internet connection, or a quiet place to work at home. Security is valid concern for employers when allowing employees to work from home or at locations with unsecure Wi-Fi, such as coffee shops. An employee's personal computer or device may be more vulnerable to cyberattacks, putting sensitive company data at risk. And if the company provides equipment, there is always the risk that it may be lost or stolen.
Most of these concerns can be overcome with the right planning and procedures. However, certain positions will be better suited to remote work arrangements than others and the needs and work preferences of employees must be considered. It is worth taking the time to determine which model enables your employees to be at their most productive, whether it be remote, hybrid, or in-office. Once you have found the best system for your team, offering more flexible work arrangements should have more advantages than disadvantages.
Creating an Effective Remote Workforce
Building an effective team has its challenges, whether in an office or remotely. Managers will need to learn how to effectively manage and motivate remote and hybrid employees. This includes providing the tools and resources employees need to be productive as well as clear expectations, guidelines, and deadlines. Employers should also encourage regular communication among team members and managers and provide opportunities to build relationships, trust, company culture, and a sense of teamwork and camaraderie. Employees must be willing to embrace remote work expectations in exchange for remote work perks and will need to be self-motivated, disciplined, and organized.
Employers have long been skeptical about the potential for a remote workforce to stay productive without the constant oversight of an in-person manager. The truth is, while employees will have distractions at home, they also have distractions in the office. Instead of being interrupted by coworker chatter or unnecessary meetings, they may be sidetracked by a child or pet. Rather than trying to track how employees spend every minute of the day, employers should focus on results. As long as the employee is meeting their goals and deadlines, you don't need to worry if they take a short break to walk the dog or do laundry. In addition to noting the rise in remote work, the US Chamber of Commerce survey also found that a majority of employers who allowed remote work did not experience significant issues with productivity, teamwork, and management, so don't let these concerns be the only reason you reject a remote or hybrid work model.
The same work model won't work for everyone, so offering employees partial or hybrid remote work opportunities will help ensure they can find the right balance for them between traditional in-office work and remote work. This can mitigate remote work concerns for some people by allowing them to work from home some days and in the office others. A hybrid model enables workers to come into the office for a change of scenery or take advantage of resources like printers, scanners, and meeting rooms. They can determine which setting is best for collaboration tasks and which will have fewer distractions for times when they need to focus. Work with your employees to understand whether an in-office, hybrid, or remote work model works best for both their productivity and work-life balance.
The Future of Remote Work
Will remote or hybrid work models become the new normal? Do they really work better than the traditional, in-person office? Perhaps it is too soon to say. What we do know is that currently many people prefer remote work, and employees are looking for companies that give them the flexibility these models provide. As we continue to find our footing in a new candidate-driven market, employers will need to pay attention to what employees are looking for. If they want to attract and retain the best talent, they will need to discuss employee work preferences and be open to providing remote work opportunities when possible. By building a more flexible workforce, employers will be able to stay competitive in today's job market and position themselves to attract top employees.
