Remote Work Statistics & Trends: The Latest in Remote Work

Managers, have intentional conversations
with your team about professional development goals
and continually check in. Check out our
remote
leadership guide for more advice on career
conversations on remote teams. Remote work gives people the autonomy they want from
their role, knowing their manager trusts that they can be
productive at their own pace and on their own schedule. Create goal-based performance tracking so it’s not about
the hours in the day but the results. Remote work also allows employees to have more
autonomy and feel more trusted by leadership. On the
flipside, more remote employees are nervous about
career progression than they were in 2019.

Gen Z, with 38%, leans more toward the hybrid model than millennials (37%), Gen X (34%), and boomers (30%). Working in an office full-time is preferred by 31% of boomers, 25% of Gen X, 22% of Gen Z, and only 19% of millennials. FinancesOnline is available for free for all business professionals interested in an efficient way to find top-notch SaaS solutions. We are able to keep our service free of charge thanks to cooperation with some of the vendors, who are willing to pay us for traffic and sales opportunities provided by our website. With the loss of some people in the office building, does this bode well for the company both for the short and long term? To illustrate, here are some stats that suggest remote work is addition by subtraction.

Change in remote work trends due to COVID-19 in the United States in 2020

For their part, employees are struggling to find the best home-work balance and equip themselves for working and collaborating remotely. She is president of Global Workplace Analytics (GWA) an 18-year-old research and consulting firm that helps employers understand and prepare for the future of work. GWA’s expertise is focused on workplace, workforce, technology, https://remotemode.net/ and other trends that are changing the who, what, when, where, and how of work. The opportunity for professional improvement can be a great stimulus for employees and boost their engagement and performance. Open and honest discussions with your team members help you identify their goals and expectations so you know what you should invest in.

Business leaders have given various reasons for their disdain for the model, arguing that collaboration, mentorship and employee engagement all suffer without the office. Less than 26% of U.S. households have someone working from home at least one day a week, down from a peak of 37% in early 2021, according to Census Bureau data. The CEO of Facebook stated that he expects 50% of their workforce to be working remotely by 2030. Transportation accounts for 28% of greenhouse gas emissions in the United States according to the EPA. Their performance was boosted by 22% when employees were able to work from home a study by Stanford found. That being said, remote work has emerged as a widespread practice in the modern workplace, with a growing number of companies effectively adopting and implementing the concept.

Workers with more education are more likely to have remote work options

Although 30% of companies don’t allow remote work, 31% are actually 100% remote companies. Only a slightly lower percentage, 29% of employers, allow hybrid work, with between one and four days spent in the office. The shares of those requiring only occasional remote work and occasional in-office work are 6% and 2%, respectively.

During COVID-19, remote work has enabled many people to continue working and for some, it has enabled them to fulfil a long-term wish to work more flexibly. But for other people, working remotely is not a positive experience. “It’s hard to know which measure these software programs track remote work statistics even matters,” Pollak adds. “A lot of knowledge work is done in video meetings, or offline in phone calls, research and brainstorming, and it’s impossible to quantify all of that.” Whether employers are ready or not remote working is here to stay at least for the next few years.

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In 2020, COVID-19 forced almost over one-third of all workers to shift to work at home when they would not have done so otherwise. The share was twice as high for certain subgroups, including those in business and professional occupations and college graduates. To respond to such reservations, you have to ensure your team leverages all available communication tools and applications. Google Hangouts, Google, Microsoft Teams, Slack, and Skype are just some of the examples of applications you can use.

• Data pulled from the OxCGRT on the first day of July of 2020 versus 2021, comparing the percentage of lockdown stringency.
• A survey studying 127 company leaders from the HR, Legal, Finance, and Real Estate industries revealed that 82% intend to allow remote working some of the time in combination with a return to the office in 2022.
• You just read 37 remote work statistics of 2022 explaining the state of the industry and the global scene as we know it.
• In February 2020, right before the COVID-19 pandemic broke loose, the U.S. labor force reached an estimated 164.6 million people.
• Now, almost 70% of people are working from home,
  and those who have made the switch don’t want to return to the office.

This same survey team calculated that commuting time was reduced by 62.4 million hours per day with aggregate time savings of over 9 billion hours starting from the middle of March 2020 to the middle of September 2020. The Japanese government had lenient lockdown policies – no lockdown nor penalties; the government kindly asked companies to reduce their operations and have their employees work remotely. Okubo et al. (2021) say this “soft approach based on self-restraint without penalties, punishments, regulations, or a lockdown” may explain the low uptake in WFH. This stagnation shows that the messaging of authorities was not reaching employees and employers alike.

East Asian work culture favors building relationships with coworkers, stakeholders, customers, clients, etc. There’s a much greater emphasis on close communication, space-sharing, team dinners, and face-to-face communication. This means that project managers spend more time and effort dividing tasks and allocating human resources when tasks are not clearly assignable.