How to Support Remote Work Initiatives: Stats, Recommendations, and Content Ideas
Account Executive
Did you know that “22 percent of the American workforce will be remote by 2025”?
This statistic, according to a study by Upwork, indicates an “87 percent increase from pre-pandemic levels.”
When it comes to leveraging remote work opportunities as part of your employee recruitment and retention efforts, here are some stats and recommendations to consider.
| Statistic | In a workplace study by Owl labs, 69 percent of participants said they worked remotely during the pandemic. Of this group, more than half (56 percent) said they would quit or look for a new job that offered flexibility in when they work. |
| Analysis | Your job seekers aren’t just expecting an opportunity to work from home—they could be actively seeking it. As for existing employees, they could be thinking about jumping ship for more flexible work options elsewhere. |
| Recommendation | If the majority of workers expect opportunities to work remotely, ask yourself at least two questions:
Remote work is not a trend—it’s a turning point, so you must be flexible. If you can’t (or you willingly choose not to) accommodate this growing demand of your workforce, you’ll risk alienating job seekers and frustrating existing employees. Pro tip: Look at the content on your careers page, job postings, and social media posts. Is there a specific section dedicated to remote work? What does it say? What should it say? Identify critical touchpoints in the job seeker/employee journey. From there, find opportunities to promote remote work. If you don’t yet have a plan in place, explain what your remote work goals are so people can get on board. In short, remote work should be a celebrated feature of your recruitment efforts. Make sure it’s a part of your recruitment marketing and communications plan. |
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| Statistic | A workplace study by Owl labs revealed that 40 percent of employers provided a one-time payment to employees for work-from-home expenses… and 35 percent of employers provided a monthly stipend. |
| Analysis | If they don’t already, new and existing employees will expect their employers to foot the bill—or some portion of it—for remote work items such as webcams, internet, laptops, desks, and chairs. |
| Recommendation | Be prepared to pay for a percentage of your employee’s work-from-home tools and equipment. If you need assistance paying for these materials, consider exploring workplace discount programs from major businesses or banks, such as: Pro tip: Look to existing partners, local banks, universities, or philanthropists who share your company’s mission, vision, values, and/or commitment to the community. You might find an opportunity to share resources (and mutually beneficial gains). |
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There’s no shortage of tools and resources to help you embrace remote work. Promote it as a value for your employees/job seekers, and present your company as a thought leader in an ever-changing landscape of work.
This blog was authored by Acara Account Executive Gabrielle Sirianni.
