It’s clear that remote working has become a popular option for many people, and some new research shows just how widespread that has become.
According to the latest edition of McKinsey’s American Opportunity Survey, more than half of Americans had the option of working from home at least one day a week.
One in three people said they could work from home five days a week.
87 percent of workers will take remote working if they are given the option.
This dynamic is widespread across the board. The flexible working world was born of a frenzied reaction to a sudden crisis, but has remained as a desirable job feature for millions. The researchers said that this represents a shift in where Americans want to work and are working.
According to McKinsey, the vast majority of employed people in computer and mathematical occupations report having remote-work options, and 77 percent are willing to work fully remotely.
Those industries with lower overall work-from- home patterns may find that the technologists they employ demand it, as noted by the researchers. It becomes more difficult to say no to the rest when one part of the workforce is allowed to work remotely.
It is not all good news about hybrid working. It’s still a new model for most workers and there are many issues to be resolved. According to McKinsey’s research, those working in a flexible model are more likely to report multiple obstacles to get things done. The people working in the office were less likely to have problems.
It is clear that new ways of working are not limited to the US.
The experience of working through the Pandemic has led to a shift in attitudes according to a survey by the CIPD.
Business leaders are more likely to trust people to work from home and be productive, according to a survey. The shift to more homeworking has been shown to increase productivity.
There is a potential cloud on the horizon for some employees.
Some bosses want to reduce pay for remote-only workers.
A potentially divisive issue for the future of hybrid working is whether those who have to attend the workplace should receive a pay premium to compensate for additional commute costs.
There are significant inclusion and equality risks associated with differentiating pay for hybrid and office-based staff, because it can risk indirectly discriminate against people with disabilities or long-term health conditions and those with caring responsibilities, who are more likely to be women and older workers
The HR body warns that it will restrict the talent pool that employers can tap into because it will make it harder to recruit people who don’t live in the area.
Most employers don’t reduce pay or benefits for employees who are mostly working from home. It’s slightly higher in the public sector than in the private sector, but just 4% of organizations have reduced pay or benefits for employees who are predominantly working from home. In the public sector, 15% of respondents said their organisation was planning to do this.
About one in 10 organizations have contributed to cover the costs faced by employees who are working from home.
Some politicians want to get civil servants back in the office, but other employers are more nuanced in their response.
While many workers are enjoying the flexibility of full-time or regular remote working, others want and will benefit from being in a setting where they can enjoy working with and learning from their peers The one-size-fits-all model of everyone in the office is no longer the answer.
It is difficult to find a path that will support all of the valid needs of employees and still improve efficiency and productivity.
It’s exactly the type of challenge that good managers should be taking on.
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