![]() ![]() It's worth noting that five years earlier, in 2012, the optimal engagement boost was experienced by workers who spent less than 20% of their time working remotely. Weekly face time with coworkers and managers seems to affect engagement: the optimal engagement boost occurs when employees spend 60% to 80% of their time working off-site - or three to four days in a five-day workweek. Gallup discovered that engagement climbs when employees spend some time working remotely and some time working in a location with their coworkers. As decades of Gallup research shows, when employees are engaged their performance soars: Highly engaged workplaces can claim 41% lower absenteeism, 40% fewer quality defects, and 21% higher profitability.Īnd job flexibility increases engagement. It is true that engaged employees are more enthusiastic, energetic and positive, feel better about their work and workplace, and have better physical health, but engagement isn't a perk for leaders to dole out, it's a way leaders can improve KPIs. Job Flexibility Engages Remote Employees - Which Drives PerformanceĮngagement is not an exercise in making employees feel happy - it's a strategy for better business outcomes. And those cultures, over time, may also struggle to keep their in-house workers engaged. Leaders and managers need to be aware that, as working remotely becomes more common, companies that can't accommodate it will become unusual. The Society for Human Resource Management (SHRM) found a threefold increase in the number of companies offering remote work options between 19.ĥ4% of office workers say they'd leave their job for one that offers flexible work time. And of those who do work remotely some of the time, the percentage of time spent working remotely increased from 2012 to 2016 as well. In 2016, that number had grown four percentage points to 43%. In 2012, Gallup data showed 39% of employees worked remotely in some capacity, meaning they spent at least some of their time working away from their coworkers. The number of hours spent working off-site is increasing, as is the number of workers. All of the selected agencies could provide some supporting documentation for some of the benefits and only two could provide supporting documentation for some of the costs."Īnd the data are clear: Remote work not only improves outcomes and employee branding but is a policy that the most talented employees desire. Government Accountability Office report on federal telework stated that the agencies it studied "had little data to support the benefits or costs associated with their telework programs. ![]()
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