For almost two months, we’ve been under orders that have changed the way we approach our day-to-day jobs. In those two months, we’ve seen the rise of remote work and for some people, the ability to put their energy into tasks they weren’t doing at the beginning of the year.
Saying it is a unique time right now is an understatement. Never before has the American workforce been as disrupted as it is today. Jobs are being done from home that people didn’t think were possible to do at home, and grocery store employees are some of the most essential of all.
I’ve worked for a remote company for a couple of years now, so the routine of group conference calls instead of the meeting room and individual phone calls with colleagues instead of watercooler chats is my norm.
In these weeks that feel so different, our team would like to share some advice. This blog is written for those who have been relegated to their homes in an effort to flatten the curve of this disease spreading. We want to acknowledge that those who are battling this horrendous virus will not be able to utilize these tips in the same way, but from the entire Willory team, we hope for your speedy recovery.
As “work at home” is on the rise, the common assumption is working from home takes its toll on employee engagement. With the number of remote employees jumping from 15% to 20% in the last four years, this could be cause for concern. The bad news is that it's not a matter of location that impacts engagement, because neither home nor office workers feel engaged.
Gallup reports that 30% of “fully remote employees” in the U.S feel engaged, compared to 33% of all employees in the US who reportedly feel that way. So, no matter where people work, they don’t feel engaged with their organization. And working from home only sees a slightly discernible engagement dip. This is glass “half full” news as more and more employees work remotely.
A big part of Willory recently receiving NorthCoast 99 recognition is the flexibility our staff has as they are able to work remotely. More and more organizations like Willory are hiring staff based on skills, fit, and potential and less on geography. In order to attract and acquire top prospective employees, you need to cast a wider net.