6 minute read
HUMAN RESOURCES
How businesses can bridge the employment gap with flexible remote arrangements
By Beth Colson, CPA and
Abby Ashman
One of the biggest shifts in the labor market in a generation is the return-to-the-office debate. Companies want employees back in the office, and employees want fully or partially remote opportunities. At Truity Partners, we call this “The Great Disconnect.” According to our research on our own corporate and individual clients, 90% of candidates are looking for fully remote or partially remote (hybrid) arrangements. In contrast, only 47% of the companies we are working with are offering fully remote or hybrid work environments. Compare the 59% of employees who want to fully work from a home office with the 14% of employers interested in providing that, and you have The Great Disconnect. We continue to monitor this dynamically changing environment. Here are the early statistics from our clients and candidates.
Candidates’ interest: 59% — Fully remote 5% — Fully in office 19% — Hybrid 12% — Hybrid or fully remote 5% — Hybrid or fully in office
Companies’ expectations: 14% — Fully remote 53% — Fully in office 33% — Hybrid
Why employers are hesitant to offer remote or hybrid opportunities
We are experiencing an “employee’s market” because the demand for talent exceeds the supply and qualified candidates have the power to command salaries and benefits that were unheard of just a few years ago. Organizations unwilling to consider flexible work arrangements as one of these benefits are taking an already tight labor market and shrinking it further. Understandably, many of our corporate clients are hesitant to embrace a remote work environment. Here are some of the common arguments we hear: • “Coaching is a big piece of it. If you are remote, you aren’t directly next to a senior person who can help answer questions.”
• “It’s hard to collaborate and get to know your team when everyone is working from a home office. This makes it hard to best serve our clients.” • “How can I create and maintain a good culture if employees are never all together?” • “If employees are not in the office, how do I know they are working? They just don’t work as hard when they are working remotely.” Do any of these comments resonate with you? Likely so. However, it’s time for employers to take another look at the advantages of offering flexible work environments — to their companies as well as employees — or they will forgo many talented candidates.
Why do employees want remote or hybrid opportunities?
A recent study by Forbes reported 92% of respondents think having a flexible job makes them happier persons in general. Individuals feel they’ve proven they can be more effective when given the freedoms and flexibility of a remote work arrangement. They maintain they often commit more time to their employer by saving time getting ready and dropping the commute. They assert they’re more in control of their time and, therefore, can be more motivated, creative and productive. Studies show that having flexibility in when and where to work: • improves mental health. • fosters creativity because employees are in a comfortable, less stressful environment. • enhances productivity because professionals can work when they can be the most focused. According to Mental Health America (MHA), the general process Americans go through just to get to and from work every day can take a toll on mental health. The average commute time in the U.S. is almost 27 minutes each way. According to MHA’s survey, 71% of respondents said they’d like to work from home to reduce commuterelated stress. Respondents to MHA’s survey also said that remote work could help them improve productivity by reducing distractions during the workday, including interruptions from colleagues and dramatics of office politics, allowing for a quieter work environment and giving them a more comfortable and personalized work environment. When employees sit down in their home offices to work, they work. They don’t spend office time making and traveling to appointments; they can be home for contractors or go to appointments when convenient and make up the time
later in the day. Parents who work from home can take their children to day care or be home to get them on and off the school bus. Younger employees place a high value on travel. If they can do their work from anywhere, why wouldn’t they? Unlike past generations — whose work defined their time, their friendships and their lives — today’s generation of employees is more well-rounded and concerned with what else they do beyond work.
How to successfully implement and manage remote work environments
The most successful arrangements we have seen with clients are those that are partially remote. These companies offer a hybrid schedule with flexibility. Often, they require employees be on-site one or two days during the week and offer flexibility for hours within the business day. Some have set in-office days. For example, everyone is required to work in the office every Tuesday and Thursday, and they have the option to work remotely on other days. “Office hoteling” has become a popular option for larger companies looking to save dollars on office space while implementing flexible work arrangements. Hoteling means that employees share offices or workspaces with others who are not 100% on-site. They schedule or reserve their use of workspace when they need it. This helps companies avoid paying for unused square footage when employees are working from their home offices. Preset online weekly working sessions, in which all team members are required to participate, are an effective success strategy. Not only does this hold members accountable for getting their work done; it also aids in collaboration and helps everyone feel connected. While some of our clients hold these meetings daily, this frequency can become overwhelming and seem like micromanaging. You’ve hired educated, hardworking professionals. You need to trust they will complete their work — you’ll know if it is not getting done. The important thing to keep in mind is that “flexibility” means just that — this is not a one-size-fits-all arrangement. The best and most successful work environments are those where employees can choose what works best for them. Be flexible and equitable with your offerings, but understand that you won’t please everyone. Aim to please the broadest audience possible.
Settling “The Great Disconnect” is a start to solving the talent shortage
Offering remote opportunities is one way to keep current employees happy and lure new talent into open positions. However, simply offering remote arrangements isn’t a full solution to attracting and retaining the best candidates. It’s just a piece of it. The bottom line is you need to care for your employees. Gone are the days of competing for who can put in the most hours during busy season or who can get into the office earliest or stay latest. Today’s successful employers are those that nurture a good culture of teamwork and collaboration — and care for their employees beyond work.
Beth Colson, CPA, is senior director and partner at Truity Partners Inc. in Milwaukee. Contact her at 414-777-5301 or beth.colson@truitypartners.com. Abby Ashman is a senior recruiter at Truity Partners Inc. in Appleton. Contact her at 920-739-3318 or abby.ashman@truitypartners.com.
