In 2021, more than 42% of the U.S. workforce he worked full time from home. In less than two years, working from home has gone from being a concept to a rule. At the peak of COVID, 69% of employees worked remotely. The most common industries for remote employment are professional, scientific and technical services, IT and finance / insurance. Trust in WFH employees should become normal.
Most employees say they want to continue working from home after COVID. Their reasons are many: 87% say so they have the material they need to do their work from home, 80% say they still meet project deadlines on time and 64% feel motivated to do the work. Allowing remote work increases job satisfaction, reduces billing rates, and reduces traffic congestion. Remote work also allows employees to save between $ 2,000 and $ 7,000 in travel costs.
For employers, remote work also brings many benefits. Overheads fall dramatically when companies allow employees to work from home. Nationwide, companies saved $ 700 billion in a single year. Unfortunately, not everything is sunny and pink. Benefits remain high, but more than 41% of employers question the work ethic of remote workers. As a result of the domestic work revolution, 85% of employers question their leadership pipeline and 69% of managers are uncomfortable communicating with employees who do not work in the office.
Who can we trust?
Because of these growing pains, some managers turn to micromanagement to regain a sense of control. One in five employees believes that micromanagement is the most stressful aspect of working from home. It has a negative impact on work, encourages employees to think about changing jobs, and lowers morale. On the part of employers, micro-management spends a decrease in productivity, a higher turnover rate and more money to replace employees.
What are some easy ways to build trust with remote employees? Managers could do more to advance their expectations. They should also encourage employees to be transparent about their needs while they are working. Such transparency goes beyond words; it involves creating a culture of openness and understanding. Managers should also focus on productivity measures rather than hourly ones. Different people work at different rates, and focusing on output leads to a more positive commitment. Finally, artificial intelligence can facilitate some management tasks from both ends. Current IA can be used to prepare spreadsheets, export to payroll applications, plan work schedules, manage online permissions, and manage staff anywhere. Today, four out of five employees believe that these uses of AI improve their work performance.
Remote work will take a permanent place in our workforce. Instead of dealing with change, managers need to learn to listen to their team at spatial distances. In the end, this new workplace strategy has the potential to benefit everyone. It may be difficult to adapt to change, but recent events have forced everyone to learn resilience. For the benefit of employees everywhere, micromanagement must face major mitigations.
Learn more about trusting WFH staff in the infographic below.