Flex workers are happiest about pay

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian

Who’s happier with their pay — remote or in-person workers? On average, 44% of U.S. employees feel well compensated for the work they do. But according to the latest findings of LinkedIn’s Workforce Confidence Index, there’s a divide between how onsite and remote workers feel about their pay: Just four in ten onsite employees feel happy about how much they are paid for their work, compared to half of remote employees. The survey also found that hybrid workers who split their time between working from home and going to work in person are about as likely as remote employees to say they are well compensated at work (49% say they are). The benefits of a hybrid workplace have been well-documented in recent years: Research from EY shows that employees who spend just 40-60% of their work week in the office report a greater sense of wellbeing and better skills development than colleagues who are either fully remote or onsite. And research from Stanford University shows that hybrid schedules can save companies money by reducing employee turnover. Previous LinkedIn survey findings show certain demographics tend to be more satisfied with their compensation than others: For example, baby boomers are more likely to be happy about their pay than most younger workers, and men are more likely to feel well compensated than their female colleagues. What do you think contributes to the difference in pay satisfaction between remote, hybrid and onsite workers? Is it just about money, or are there other factors at play? ??: Rachel Cromidas ??: Allie Lewis, Bud Rashidian