Statistics show that prior to the onset of the global pandemic, a solid 17% of US employees engaged in distance based employment; this included working from home for 5+ days a week. Although this percentage is considerably more than what most people would have guessed, it certainly is nothing compared to the current numbers, which show that around 44% of workers are engaged in remote work across the United States alone. However, it should be noted that there are a bevy of workforces that, by definition, are unable to engage in remote work, such as healthcare providers for example.
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Now that a considerable amount of time has passed and huge swaths of the global workforce has adapted to their current mode of remote employment, this leaves the world with a burning question: what does everyone do after the pandemic is officially over? Do we revert back to the old ways, or do we use this opportunity to adopt our newfound methods of employment? Let’s take a closer look: In many cases, the opportunity afforded to the currently operating mass of distance based workers to switch to remote work strategies was not directly granted to them by the companies themselves, it was a mandate passed on by their respective governments in order to quell the onset of the virus. Now, as businesses start opening up again and civilization regains its composure, companies will be once again allowed to recall their workers back into the office. However, unfortunately for the more traditionally minded employers, this will not happen with a simple snapping of a finger and watching the hoard of suits-and-ties walk singe file back to their work posts.
The truth is the mass switch that happened during the pandemic has inadvertently caused a variety of very apparent and unavoidable events to take root within society. For one, the working populace has started to reevaluate what it means to work within the context of a fulfilling career. Since the massive onset of remote work has increased the overall satisfaction of the global employee base, they simply will be looking for perks that mimic these circumstances when finding new jobs in the future. So, if you’re a company seeking to hire new talent, I suggest one of the perks you throw into the application a flexible WFH employment strategy. Furthermore, this shift has come with a degree of rewiring the normalcy as it stands: in other words, remote work has indeed become the “new normal” in the purest sense of the expressions. This is to the point that, when workers eventually in mass are required to adapt back into an office based strategy, it will not be with ease in a number of ways.
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While this new order of remote based work may not be to the level that it was during the height of the pandemic, such methods of employment will nonetheless remain popular and indeed desired. It is on this basis that remote work strategies are here to stay; this is a fact that employers should not just get used to, but also embrace, as this would mean embracing the current data. In this regard, we can see that around 77% of workers have to deal with unsatisfactory and outdated digital infrastructure provided to them at work. This greatly hampers the main goals of companies in maximizing the overall productivity of their workforce. Furthermore, according to a Harvard Business survey, 40% of managers have expressed that they have an underwhelming level of confidence is their abilities to manage distance based employees, while at the same time, companies who actually train their mangers in proper protocol with dealing with remote working employee is only at a staggering 24%. In essence, the future of our current business landscape will definitely sees a rise in funding for managers especially trained in handling remote work strategies.
