See Full Infographic Below
It’s no secret that remote work arrangements have become more prevalent over the last decade. These scenarios range from employees working from home once or twice a week, to nationally or globally distributed teams, or even companies who have no offices and operate exclusively from the cloud.
Just how prevalent is remote work becoming, and what unique challenges do remote teams present for managers? According to the US Department of Labor, over the past five years there has been a 50% increase in companies that have the majority of their teams working remotely.
We were so curious about this phenomenon and its impact on business, that we surveyed hundreds of managers, supervisors, and executives about their experiences. This included participants working in large and small businesses, in every major department, and in just about every vertical. Here’s what we discovered:
– 53% of companies continue to have standard workplaces, with nearly every employee coming into the office 4 or more days each week.
– 37% have a main office with some people working remotely.
– 10% have no office space at all.
Many people believe that this shift is being driven by millennials, who desire flexible work arrangements to optimize work-life balance. 24% of respondents agreed, saying that remote work improves the quality of life for their employees. Others like remote work because it saves on overhead and allows them to access a global talent pool.
But remote work can also be a scary prospect for managers who may feel that employees will shirk their duties or that relationships with managers and other employees will suffer. So we asked how flexible work arrangements really impact employee performance and communication.
63% of respondents said that communication with remote employees was the same or better than with in-house employees, and 21% of our respondents found that productivity and performance improved on remote teams.
The shift from clocking-in at a desk to working from home is being made possible by advances in technology. Communication and collaboration toolshelp keep teams connected and productive no matter how far apart they are geographically. Many of these tools are available on mobile devices, which have also become far more prevalent. In fact over two-thirds of respondents answered our survey on a mobile phone or tablet.
No matter what tech you use to stay in-touch, ask your remote team these weekly questions to keep relationships strong and to ensure alignment with team and company objectives:
1) How have you improved your remote working skills this month? Have you identified any challenges?
2) What has communication been like with team leaders, managers, and directors?
3) What are your primary goals this week/month/quarter?
Check out the infographic below for the latest remote work trends, and for techniques that managers can use to keep their distributed teams connected and on-task.
"Coaching with Ben gave me a great opportunity to reflect and explore strategies, tips, and tools to improve ways of working and to work through opportunities & challenges. I really valued the focused discussion on specific areas to support my growth and development. I highly recommend working with Ben."
- Manager, National NFP
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet