Remote Work: The pendulum is swinging back.
Nicolas BEHBAHANI
Global People Analytics & HR Data Leader - People & Culture | Strategical People Analytics Design
??? What if the situation returns as before the pandemic on the number of #remote workers? The downward trend that we see on number of remote #workers after the pandemic is real and maybe we will reach the level before the pandemic and even exceed it. All industries are not affected in the same way and there are exceptions such as tech, telecommunications and media industries, according to a new interesting #research published by researchers of The Conference Board and 美国纽约大学 using their survey data
Researchers observed that only 40% of their employees are working remotely.
?Sharp decline on Remote Jobs posting, especially for Knowledge Industry
A drastic drop of 45% of remote #jobs in Knowledge industry was observed at the start of 2023 and this trend seems to continue. While a year ago, the remote jobs reached a peak at the end of 2022, with about 98% of Knowledge jobs in this industry being remote.
The trend towards #remotework had a significant impact on remote job seekers.
More than 90% decline was observed in remotes jobs in Management of companies and enterprises.
One of the reasons mentioned by the researchers being that these roles advertised are often replaced by #hybrid roles.
?Return-to-office mandates will kill Remote working model
Researchers found that the pendulum swinging back with many employers ordering workers back to the office (#RTO mandates).
Meta , 亚马逊 , 华特迪士尼公司 , 摩根大通 , 花旗 ... and the list is long and every day other #CEO and #CHRO make decisions in this direction that go against remote work.
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?? Many research that I have shared also clearly show that on-site #work helps communication and exchange between employees and therefore increases the capacity for innovation and is therefore beneficial for business. In one interesting research, researchers found that remote workers are less interconnected and more siloed (?????????? ????%) also new joiners have less #network (????% ?????????????? than more tenured employees) in the long-term and it will affect #productivity and #innovation making organizational structure become less dynamic.
? Employees are still looking for Flexibility
Apart from better pay and #career advancement, as of later 2022, employees were still looking for work location flexibility.
Even if the classic reasons are often mentioned by employees (such as #compensation and Career Growth) and influence their decision to stay or leave the company, their request for #flexibility is very strong.
?? Ability to work from Anywhere and flexible work schedule policy are criteria that employees look for above all else.
? And what about the future?
Researcher Robin Erickson PhD asked a great question, how far do you think the remote work pendulum will swing?
And we can also ask the same question about #hybridwork. Is a decline possible in the long term? Contrary to many experts, do permanent on-site return to office really be impossible ?
New research in this area will give us the answers in the near future...
Thank you ?? The Conference Board ?and 美国纽约大学 researchers team for these insightful findings: Robin Erickson PhD ? Paul Squires Catalina M Jaramillo, MS
Lead consultant in HR Strategy & Value Management. Enhancing Value through Human Performance. Delivery of Equality, Diversity & Inclusion Training. Lecturer and International Speaker on HRM and Value Management.
1 年Thank you for some interesting research Nicolas - as you have highlighted, it will be interesting to see whether remote/hybrid working will 'continue' to be the trend for many or whether it is more likely to be limited to certain sectors. It would appear that many employers are still having difficulty in managing the network structure that remote working creates. Of course, remote/hybrid working is not new and it does work, but it requires a different thought process from both the employee and employer (as I have mentioned in some of my previous articles here on LinkedIn).
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1 年Thanks Nicolas BEHBAHANI for sharing this interesting research. In a recent survey I conducted in my current company to design the EVP message, the majority of the surveyed employees (Aged between 25-29) rated remote working as the second most important factor after their well-being as the number one factor. Although the research you shared showed a decrease in remote working alternative, I believe we need to account for that option when working on the employee experience.
Speaker, Author, Professor, Thought Partner on Human Capability (talent, leadership, organization, HR)
1 年Nicolas BEHBAHANI Thanks for sharing these data. They are not a surprise. The lasting management impact of the pandemic will not likley be where people work, but how they feel treated wherever they are working. Where work is done now has a lasting option, of remote work through technology. As noted, where work is done depends to a great extent on the nature of the job. How employees feel treated will likely evolve through personalization with two lingering dimensions. First, attending to the "person" and being more attuned to the emotional and social needs of the individual employee. Second, being more flexible about how work is tailored to the employee needs which evolves characteristics of the work setting from a focus on participative management to employee value proposition to DEI to hybrid to navigating paradox as an emerging management skill set.. https://www.dhirubhai.net/pulse/personalizing-employee-experience-navigating-paradox-dave-ulrich/ The new boundaries of work are not place, but shared values and ability to navigate the paradoxes of serving employees AND meeting customer requirements.