Imagine that you’ve just been a casualty of the latest round of layoffs at your company. It’s been a while since you have conducted a job search, but after several rounds of applications and initial interviews, you receive an offer from two potential employers:
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The research on engagement supports what most of us already know intuitively: employees are more engaged when employers value their contributions and communicate that value in specific, visible ways. Engagement matters because engaged employees are more productive workers. Companies with successful engagement strategies enjoy 33% higher profits and 51% lower turnover rates.
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Did you know that 43% of employees work from home at least some of the time? And that doesn’t include contingent workers or freelancers who contribute to your team as independent contractors. Many people view flexibility in work arrangements as a desirable perk, but how engaged are remote workers with the organization?
In our recently released Trendicators Report on Remote Workers, our research suggests that along with the appeal of setting their own hours and working from anywhere, remote workers do face challenges like feeling satisfied with the organization and receiving clear communication. However, their attitudes and perceptions compared to those employees who don’t work remotely reflect a more engaged group, overall.
Technology enables employees to connect with anyone, anywhere from almost any device. This is facilitating new levels of collaboration, responsiveness and productivity. Meanwhile, the average time it takes employees to commute to work is rising, from an average of 20 minutes each way in the 1990s to 26 minutes today, with commute times in major metropolitan areas significantly higher.
In order to attract the best qualified talent, many employers have relaxed their policies about remote work. Teleworking has, in fact, grown 115% in the past decade, according to the Society for Human Resources Management.
