Working from home isn’t *remotely* a new concept. Prior to the Industrial Revolution, families ran their business out of their homes. When factories came on the scene, jobs shifted away from the villages and into the cities. Our world dichotomized- we left home to earn money at work, and we returned home to do everything else. We’ve been struggling to balance the two worlds ever since.
One of the unexpected bright sides to the global pandemic of 2020 was the abrupt shift back to working from home for many workers. As it turns out, working from home was wildly popular. In January 2021, 83% of employers thought that the shift to remote work had been successful for their company, compared to 73% in June 2020.
Now that we’re resetting after the pandemic, CEOs are rethinking the new normal for their companies. The appeal to work from home is here to stay- according to Upwork, 36.2 million Americans will be working remotely by 2025. That’s an 87% percent increase from pre-pandemic levels.
We’re still figuring out what the ideal balance between workdays at home versus working in an office looks like. In 2022, 16% of companies in the world are 100% remote, and 44% of companies don’t allow remote work. Everybody else is experimenting with hybrid options. It varies between industries- it’s not an option for everybody. My dentist isn’t moving his practice to his basement (to my knowledge). U.S. workers in the tech industry are mostly likely to say that their employer is offering options for full-time remote work.
As a tech leader, will your team be completely remote, completely in person, or a combination? 40% of employees say their company hasn’t communicated a vision for work after the pandemic. It’s important to factor in employee expectations. Even with recent layoffs, the tech labor market is still red hot, and flexibility is a plus when it comes to hiring and retention. At the same time, it’s not the sort of decision that a thoughtful leader can, hypothetically speaking, make by taking a Twitter poll and abiding by the whims of your people.
How are you deciding between hiring remote and in person?
Some of the clients I’m working with are exploring in person and hybrid options. I suggest three simple assessment steps to guide the decision.
1. Consider your team productivity right now, not the trends of other companies.
Some of the world’s biggest tech companies have announced a mandatory return to the office, including Google, Apple, and Facebook. Other tech companies such as Salesforce are championing a new era of “work from anywhere.” Figuring out where employees are able to best function is a conundrum. Do they need the in-person, collaborative environment to complete projects? Or do they get more done without the distractions of the office cooler chit chat?
Studies and statistics confirm that many employees are thriving when they can work from home. After the pandemic, 83% of employees report that they’re more productive working from home. And 52% of employers say their employee productivity has improved since going remote.
There’s more to the decision than just the pragmatic bottom line. A wise leader knows that what’s best for employees is going to be best for the company too. And remote workers are 22% happier than workers who always work in an onsite office environment. They’re reporting less stress, more focus, and a better work-life balance.
At the same time, 29% of business leaders haven’t taken any measures to track productivity remotely. Even businesses that are using tools to monitor online productivity are at a loss on how to measure gains made by in-person interaction.
Is your company experiencing a bump in productivity out of its remote workers? Do your team members need face time to collaborate on complex projects? Are the projects assigned to your remote employees completed on time? Are they done with the highest caliber that you expect from your people?
When your competitors start working from the office to boost productivity, it’s tempting to seriously consider the same move. At the same time, offering flexibility can give you an edge in recruitment and retention.
If you decide to return all of your employees to the office, can you give them good reasons and back them up with numbers? If your workforce isn’t on board, you’ll have trouble finding and keeping talent.
2. How do you want to define your company culture?
Does the remote work adversely affect your culture? It’s a topic of an intense debate. It’s definitely possible to build a strong culture with a stay-at-home workforce, but it requires creativity and embracing paradigm shifts.
The advocates for bringing workers back into the office are going to point to increased rapport and clearer communication because of the face-to-face time. Younger, less experienced workers are easier to train when they can physically shadow a mentor or learn their job through an apprenticeship model. Older workers value the synergy that comes from informal interactions. If the company invested in physical space, it’s a sunk cost that can be a financial liability if it’s not being put to good use.
The companies embracing a work-from-home culture are reluctant to give up their freedom and flexibility. Employers have access to a larger, more diverse talent pool. It’s better for the environment, and there’s less need for employees to miss work due to sickness.
Working from home has its downsides, too. Isolation and mental health topped the list of concerns with staying remote. Many remote workers struggled to unplug at the end of the day.
You can get input through anonymous surveys from your employees and conversations with your heads of departments. Listen to your employees and keep them in the loop as you think through decisions related to company culture. The last thing you want to do is alienate the people you’re trying to include.
3. I recommend a hybrid model.
Today, 40% of companies are hybrid, and 71% of employees want a hybrid or remote working option. It’s a strategic solution that can be tailored to your company’s unique situation.
Employees are happier and productivity is increased in a hybrid workspace. It supports diversity, equity, and inclusion. According to research conducted by Harvard and Stanford, the average business can save up to $11,000 per year just by switching to a hybrid model.
Whatever changes you make, make them slowly and steadily. Clearly communicate how your decisions are best for the company, and all employees. Your goal is to bring together the best of both worlds.
If you’ve got questions about your future hiring decisions, I’m happy to get on a call. Together, we can brainstorm what will work best for your company.
