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In times of bad weather or panic-inducing bug outbreaks, working from home may become more prevalent out of sheer necessity. Even when there aren’t threats of passing around the flu or today’s front-page coronavirus, working remotely can still seem more appealing than commuting to the office for many workers.
Do you endorse working remotely as an employer? Some organizations still believe that workers will be more productive in the office. Yet others have jumped on the remote working train and have seen benefits in giving workers more flexibility.
According to a study done by Robert Half, remote work is on the rise, with 56% of managers increasing remote work opportunities for their staff in the past three years. Indianapolis is among the top five cities where these opportunities have increased, the study said.
With a competitive job market, it would be beneficial for companies to review and update their remote work policies, an article from Benefits Pro claims. Paul McDonald, senior executive director at Robert Half, adds that companies should “…provide greater workplace flexibility to attract and retain top performers.”
Is there a productivity-loyalty gap?
What all employers are working toward are happy, loyal employees. The best measure of a happy employee is if they’d recommend their employer to a friend, and the 2019 State of Remote Work Report by OWL Labs states that 81% of survey respondents agreed they were more likely to recommend their company if they were provided the ability to work remotely.
Nonetheless, not all employees find remote work to be an attractive benefit. One of the biggest pushbacks by employees is the same for employers – it prohibits productivity.
There certainly are obstacles to consider that may prevent you or your employees from being productive at home. The most common reasons for this include having inadequate technology, distractions of pets or kids at home, or feeling like missing out on opportunities and loneliness.
It’s not one-size-fits-all
Working remotely is not for everyone. But having the option could give employees peace of mind. The attraction of remote work crosses the generational boundaries, but here are a few examples to consider:
- A generation X employee would have peace of mind knowing they wouldn’t have to miss a whole day of work when they have a sick child.
- A boomer may prefer to stay safely at home when bad weather makes it difficult to get to the office.
- A flexible remote-work policy can attract Millennial talent in a tight labor market.
If you have employees who work remotely or you choose to take advantage of remote work opportunities yourself, check out Apex’s blog: Staying Connected Working From Home, for tips on staying connected.
If you, as an employer, as considering adopting a remote work policy, help your employees create a workspace where they can work effectively and without distractions. We’ll also share more information about best practices in remote work policies in future Apex blogs.
In the meantime, if you’re struggling with remote work policies or procedures, contact Apex HR Consultant Brooke Salazar, JD, PHR for more information.