Legions of office workers have been skipping the commute for a few years now, working remotely in the comfort of their homes and relying on technology to keep them connected to their colleagues. Especially during the pandemic, employers and employees alike were relieved that work could go on without people gathering in the office. But now, employers are showing signs of discomfort with so much remote work, leading to questions about how the remote versus in-office debate will shake out.
A survey from Resume Builder released in December found that remote workers were 24% less likely to be promoted in 2023 than hybrid or in-office workers. The company polled 1,190 full-time employees who worked jobs they could do remotely. The survey consisted of 417 remote workers, 567 hybrid workers, and 206 fully in-office workers.
The survey results showed that remote workers were the least likely to be rewarded with promotions and raises, but the remote workers were equally as likely or more likely to report being more productive, happier, and less stressed than their in-office or hybrid colleagues.
The survey also showed that in-person workers were more likely to be unhappy and struggling with stress. The remote and hybrid workers reported better mental health and work/life balance, as well as increased happiness on the job.
The poll was conducted in November 2023, and the in-office workers were more likely to say they planned to look for a new job in 2024. Remote workers were the least likely to say they would look for a new job, and most said they were content with their remote work arrangement.
Since the proliferation of remote work, managers have struggled with how to cope with the change, according to Stacie Haller, Resume Builder’s chief career advisor.
“This is resulting in some workers losing out on advancement and raises,” Haller said in a statement about the survey. “Remote workers need to be more proactive when working remotely. Scheduling weekly or periodic meetings with managers to review their work and get feedback on how to achieve a promotion or higher salary is one way to make progress.”
Some employers are showing signs of discomfort with so many remote workers and are looking at how working from home is going. Some are trying to entice workers back to the office, but others are insisting on a return. And employees who appreciate the benefits of working from home are pushing back.
Computer maker Dell made headlines in March when it was reported that fully remote Dell workers wouldn’t be eligible for promotion. That seems to fly in the face of what Dell Chairman and CEO Michael Dell wrote in a September 7, 2022, post on LinkedIn chiding CEOs who were pushing employees to return to the office.
Dell said from his experience that “if you are counting on forced hours spent in a traditional office to create collaboration and provide a feeling of belonging within your organization, you’re doing it wrong.”
News reports say the new Dell policy requires employees to come into the office at least 39 days a quarter, which roughly works out to three times a week. Workers can still stay fully remote, but they won’t be considered for promotion, according to the reports.
Dell isn’t the only employer focusing on getting employees back to the office. Giants like SAP, Google, Bank of America, AT&T, Goldman Sachs, UPS, and others have taken steps to get employees back in the office.
In February, The Washington Post quoted Joellen Perry, a spokeswoman for SAP, as saying, “Striking the right balance between remote and onsite work helps drive productivity, innovation and employee well-being. We’re evolving our flexible work policy to align with best practices in the market and our own experience as a frontrunner in hybrid work.”
The rise of remote work began before COVID hit, but the pandemic put the change in high gear. How it will all shake out is anybody’s guess, as the situation keeps evolving, but some lessons have been learned that you can draw on.
At the height of the pandemic, MIT Sloan Management Review published a list of principles to help you manage a remote workforce. Among the suggestions: “Maintain frequent, transparent, and consistent communication.”
Also, “manage the paradox of remote work-life balance.” The article pointed out that working from home has its advantages (no commute and schedule flexibility, for example), but remote work also can make workers feel like the lines between their professional and personal lives are blurred in a harmful way.
How can you help? The article suggests providing flexibility in work time rather than insisting on rigid work hours. Also, giving team members an extra paid-time-off day to promote rest can help.
Tammy Binford is a Contributing Editor.
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