![]() ![]() In Gusto’s 2022 survey of new businesses, 35% had hired fully remote (15%) or hybrid (20%) teams since their start. New companies seem more amenable to fully remote or hybrid-native workplaces. ![]() Even within the same industry, companies have different orientations towards the possibility of remote or truly hybrid workplaces. Others are embracing fully remote work, telling employees they can work from anywhere. Some companies are sticking to in-person work, with the expectation that workers will come into an office all or almost all of the time. It’s why companies large and small are making different decisions about how to structure their workplace. Many have doubts about whether this can even be effectively accomplished. ![]() Hybrid, flexible, and remote work models present difficulties for organizations to oversee and coordinate work, and require new tools and techniques to build culture, create opportunities for professional development, and overall promote a great work experience that keeps employees engaged and productive. In Gusto’s recently monthly pulse survey of workers, 85% want at least one day out-of-the-office, and 80% of them want at least two days per week out of office. And, 44% of executives said they wanted to come back into the office every day, compared to just 17% of employees. In research by Slack, three in four executives wanted to return to the offices three days per week or more, compared to one in three employees. There is a disconnect between workers and employers on this issue. Workers expect more autonomy in their work location and HR practitioners, managers, and executives looking to attract and retain talent should consider tools, practices, and policies that facilitate this flexibility as part of their overall workforce strategy. While pay is still the top issue for most workers, more people consider location flexibility to be more important than the availability of benefits when considering another job. The consideration space for workers is evolving to include geographic flexibility as a primary pillar of their work experience. For example, in a scenario analysis, offering fully remote work could save a business up to $84,000 per year in replacement and productivity costs, per technical worker. Additionally, Gusto data shows that being a fully remote worker correlates to as much as a 13% decrease in the odds of quitting within three months of hire, saving businesses thousands of dollars per worker annually in turnover costs. Hybrid + remote work is not only good for employees, it’s good for business: Many workers have placed flexibility and work-life balance at the top of their decision criteria when choosing to accept a job offer – A recent Gusto analysis shows that 35% of workers believed location flexibility to be the primary deciding factor to accept their last job offer – and that number soars to 48% of workers when it comes to their consideration to accept a job offer in the future.As an example, the share of women WFH in Retail surpassed the share of men in 2021, the first time in Gusto history. Women are leading the charge: According to payroll data, women disproportionately picked up remote work across all industries.It’s no wonder that almost six in 10 companies now have at least one remote worker, many across state lines. It’s happening across states too, with every state experiencing at least a 10% year-on-year increase in the share of fully WFH workers. ![]()
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