Statistics and results on remote work
The report’s authors began by noting the profound impact COVID-19 has had on the modern workplace. Simply put, many organizations will never return to the workplace once the pandemic is over. The extended period of remote work by necessity has given leaders confidence that these work processes are sustainable. According to the report, half of the leaders surveyed plan to increase the number of employees working permanently remotely over the next two years. Some 25% indicated that the number of employees who will work permanently remotely will double over that same period.
For almost all leaders, this was their first experience managing remote teams. The report found that 77% of leaders had never managed a fully remote team , while 89% had never managed a partially remote team. This is because before the pandemic, there was little need to work country code and area code philippines remotely. It was almost seen as a last resort, something you did when traveling or working with freelancers. A key statistic from the report shows that only 19% of business leaders had a remote work strategy in place before COVID-19. Furthermore, some 61% of remote work strategies are less than a year old.
Organizations are playing catch-up, and the remote work plans they have implemented are deficient in many ways. For example, only 33% of those with a strategy have a remote onboarding component . Organizations have essentially taken a triage approach, addressing the most critical aspects of their remote work plans first. Factors such as employee productivity (covered in 63% of plans) have been prioritized, while concerns about employee well-being have been less so (only 21% of plans addressed employee burnout, while 32% addressed employee isolation).
While productivity is the focus of most organizations that have remote work plans, 19% of leaders say they struggle to get a sense of how productive their team is. Many have sought clarity through tracking tools. While 78 % of leaders say they prefer trust over tracking tools, 34% have chosen to use tools to track remote work productivity. Additionally, 29% of leaders are holding employees accountable for how their time is allocated.
Organizations also report that it’s difficult to translate many aspects of traditional employer-employee relationships to remote work environments. For example, about 30% of organizations don’t have plans to replace traditional in-office benefits with at-home options, such as home office stipends or meals on wheels. And 21% of engineering executives support organizations paying a portion of an employee’s rent or mortgage, compared to just 9% of HR executives.
