As businesses navigate through the uncertainty of the current economy, one problem that continues to persist is quick quitting. Quick quitting, or the sudden departure of employees, can be detrimental to a company’s productivity, morale, and bottom line. However, a recent study conducted by Skynova that surveyed 500 employees and 632 managers and HR professionals has shed light on a simple solution to this issue: offering hybrid and remote work options. Unfortunately, the study also showed that most employers don’t realize the benefits of offering such options.
The study found that before quitting, more than one in three workers asked to work remotely. This indicates that the lack of flexibility in the workplace is a major contributor to quick quitting.
Additionally, nearly 40% of workers said they would stay at their current company if they offered a remote setup. This demonstrates the strong desire for remote work among employees and the potential for it to be a solution to quick quitting.
The study also analyzed the impact of remote and hybrid work on different generations. Baby Boomers (42.86%), Millennials (36.9%), and Gen X (36.78%) are the most likely to ask for a remote option before quitting. Having an option for hybrid work ranks as the top benefit that would keep Baby Boomers (58.93%) and Millennials (57.67%) at their jobs longer. Gen Xers, on the other hand, would rather have fully-remote jobs, as nearly half (45.98%) ranked this as a top priority.
As an experienced consultant in the field, I have seen the positive impact that hybrid and remote work can have on retention. Offering hybrid and remote work options brings numerous benefits for both employees and employers. For employees, hybrid and remote work options provide greater flexibility, allowing them to better balance their work and personal life. This can lead to increased job satisfaction, lower stress levels, and improved mental and physical health. For employers, offering hybrid and remote work options can lead to increased retention, improved morale, and a more motivated and productive workforce.
A mid-size IT company wanted to retain their top talent, so based on my advice, they implemented a hybrid work policy. This policy allowed employees to split their time between working from the office and working from home. The company also provided the necessary technology and tools to ensure a seamless transition to working from home. As a result, the company noticed a significant decrease in quick quitting and an increase in employee satisfaction and productivity. Employees appreciated the flexibility and work-life balance that the hybrid work policy provided.
A large financial services company was facing a high rate of quick quitting, so they decided to offer their employees the option of hybrid work. Just like the IT company, the financial services firm provided its employees with the technology and tools necessary to work remotely. The results were impressive: employee retention improved, and quick quitting decreased significantly. In addition, the company noticed an increase in employee engagement, which had a positive impact on overall performance and productivity.
A growing consulting firm was struggling with quick quitting, so they decided to offer their employees the option of fully remote work. The results were outstanding: quick quitting decreased, while motivation, morale, and productivity rose. Employees felt more fulfilled in their jobs due to the additional flexibility and autonomy. Of course, they still made client visits as needed, since any offering of hybrid and remote work needs to be client-centric and put client needs first. Still, the ability to work remotely whenever they weren’t needed on client sites proved key to retention and addressing quick quitting for this company.
Despite the clear benefits of remote and hybrid work for employees, the Skynova study shows that only 37% of employers think that offering these options will help. This indicates a significant disconnect between what employees want and what employers believe they need.
One reason for this is the impact of cognitive biases on decision-making. Confirmation bias is the tendency to seek out information that supports our existing beliefs and ignore information that contradicts them. In the context of hybrid and remote work, this bias can cause employers to overlook the positive effects of such arrangements and instead focus on potential drawbacks.
For example, an employer may believe that remote workers are less productive or that hybrid work will harm team cohesion. They may look for evidence to support these beliefs, while ignoring data that shows the opposite. This can lead to a self-reinforcing cycle, where the employer remains resistant to change because they only see information that supports their preconceptions.
Status quo bias is the tendency to stick with the status quo, even when change would be beneficial. This bias can impact an employer’s decision-making by causing them to fear the unknown. For example, they may worry about the cost of providing remote work infrastructure or the impact on company culture.
In many cases, these fears are overblown and do not reflect the reality of hybrid and remote work. However, the status quo bias can prevent employers from taking a closer look and considering the benefits, such as improved employee satisfaction and reduced turnover. This bias can also cause employers to overlook the long-term benefits of hybrid and remote work, such as increased productivity and reduced absenteeism, in favor of short-term concerns.
Cognitive biases, such as confirmation bias and status quo bias, can prevent employers from recognizing the benefits of hybrid and remote work. However, by being aware of these biases and making a conscious effort to overcome them, employers can make informed decisions and embrace this new way of working.
For example, employers can seek out data and research on the benefits of hybrid and remote work, and actively look for information that challenges their preconceptions. They can also consult with employees, who may have different perspectives and experiences, and involve them in the decision-making process.
The results of the Skynova study make it clear that offering hybrid and remote work options is a simple solution to quick quitting. Employers who embrace this shift in work culture will be well-positioned to attract and retain top talent in today’s competitive job market. It’s time for employers to realize the power of hybrid and remote work and to start taking action to provide this benefit to their employees.
Hybrid and remote work options is a simple solution to quick quitting and employers who embrace this shift in work culture will be well-positioned to attract and retain top talent in today’s competitive job market…>Click to tweet
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Originally published in Disaster Avoidance Experts on March 04, 2023.
Dr. Gleb Tsipursky was lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times for helping leaders use hybrid work to improve retention and productivity while cutting costs. He serves as the CEO of the boutique future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote the first book on returning to the office and leading hybrid teams after the pandemic, his best-seller Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage (Intentional Insights, 2021). He authored seven books in total, and is best know for his global bestseller, Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters (Career Press, 2019). His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review, Forbes, Inc. Magazine, USA Today, CBS News, Fox News, Time, Business Insider, Fortune, and elsewhere. His writing was translated into Chinese, Korean, German, Russian, Polish, Spanish, French, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio. In his free time, he makes sure to spend abundant quality time with his wife to avoid his personal life turning into a disaster. Contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on LinkedIn @dr-gleb-tsipursky, Twitter @gleb_tsipursky, Instagram @dr_gleb_tsipursky, Facebook @DrGlebTsipursky, Medium @dr_gleb_tsipursky, YouTube, and RSS, and get a free copy of the Assessment on Dangerous
Working remotely makes the most sense if you can manage your time well, enjoy working independently, and want flexibility in your work schedule. If you prefer going to the workplace, participating in team activities, and achieving work-life satisfaction, hybrid work is what you should opt for.Why remote work is better than hybrid? ›
You may find that the hybrid WFH model doesn't give you all the perks of working remotely, and that it limits you in some areas. On the other hand, working for a fully remote company provides more freedom, flexibility, and social opportunities.Why are managers against remote work? ›
They're afraid that the skills and knowledge that an employee would gain from working in an office will not transfer to working from home, which could lead to quality problems and mistakes being made. It's true: when you're in an office all day, you end up only interacting with the people who are there.What is the difference between hybrid and remote work? ›
What is hybrid work? The hybrid remote lifestyle is different from a pure remote work style. In a pure remote company, there may be no headquarters, and team members live and work in their chosen location. However, in a hybrid company, some employees work part of the time in the same place.Are people happier working remotely? ›
Remote working ability really makes people happier
While 81% of respondents said the opportunity to work from home would make them feel more equipped to deal with work/life conflicts. Remote workers are 22% happier with their jobs than on-site workers.
An academic study on the effects of hybrid work has found that staff who work from home two days a week are significantly happier than they were working in an office full time.Why do employees prefer hybrid work? ›
In a hybrid work model, employees have more flexibility to get work done when, how, and where they're most productive. This means flexible schedules and locations. For example, some people work best early in the morning while others do better in the evening.Why do people prefer hybrid working? ›
The greatest advantages of hybrid work to date are: improved work-life balance, more efficient use of time, control over work hours and work location, burnout mitigation, and higher productivity. Hybrid work provides the flexibility for employees to work in ways that are most effective for them.What are the challenges of hybrid working? ›
Some of the biggest challenges of hybrid work include culture and connectedness, communication, productivity, motivation, stress management and balance.What is the biggest problem with remote work? ›
Productivity and organization
It's difficult to stick to a schedule and get all the tasks done. But this gets even harder for remote workers. Managing your to-dos can be challenging when you work from home and have such a flexible routine and distractions. An organized schedule is critical to staying productive.
Letting employees work from home has been the fear of plenty of companies because they believe they will be less productive. This isn't entirely wrong. At home, it's easy to get distracted, procrastinate, or put in less work than those working in the office.What if my employer refuses to let me work from home? ›
Bring an outline of how working from home won't impact productivity. Describe what your set up will be, how it allows you to work without being in the workplace—and take notes. If your boss remains unwilling to let you work remotely, you should go right to HR, share your notes, and make the same request.Is Amazon remote or hybrid? ›
Remote work at Amazon
We know that not everyone would like to work in the same way. With this in mind, we offer hybrid roles that offer flexibilities on work locations and when team members need to be online. In some cases, we have roles that are fully remote, where team members work at home full-time.
Fully remote companies may also spend less money on expensive spaces or in-office catering. In contrast, office work provides more structure and connection for employees. It makes separating work and home life easier, as there is physical distance between the 2.Is Microsoft hybrid or remote? ›
At Microsoft, we value and support flexibility as part of our hybrid workplace where every employee can do their best work by working the way they work best.Do remote workers feel lonely? ›
Although remote working has generally been proven to improve work-life balance and happiness, research consistently shows isolation is one of its biggest drawbacks. Over a third of those working remotely said the setup made them feel lonely, in Glassdoor's 2022 survey of people in full-time employment.Is remote work mentally healthy? ›
Work from home depression can happen when you feel stuck. Without career milestones like a new nameplate on your desk or a fancy corner office, you may not feel as if you're achieving as much as your peers. The anxiety, stress, and loneliness of working from home can lead to depression or make it worse.Will remote work go away? ›
Remote work isn't going away. A new report from the U.S. Bureau of Labor Statistics shows a steep dropoff in the percentage of companies allowing employees to telework. But a Stanford professor says working from home is still alive and well, despite what the government's data says.Why hybrid is emotionally exhausting? ›
This psychological shift and the frequent change of environment, this constant sense of never being settled and anxious is super exhausting. It makes you emotionally drained and you end up being unproductive.What percentage of workers want hybrid? ›
44% of U.S. employees prefer a hybrid work model, compared to 51% of employers.
The percentage of hybrid workers has increased from 13% at the beginning of February 2022 to 24% in May 2022. 63% of high-growth organizations employ hybrid work models. 74% of U.S. companies are using or plan to implement a permanent hybrid work model.Is hybrid work here to stay? ›
Hybrid work is here to stay. That's the prediction from Wharton management professor Martine Haas, who was asked to share what she thinks will be the biggest workplace trend of 2023. Although the mix of remote and in-person work can be challenging, she said, hybrid has emerged as a legacy of the COVID-19 pandemic.Is hybrid work healthy? ›
A groundbreaking study by IWG reveals that hybrid workers are exercising more, sleeping longer, and eating better than ever before, resulting in a healthier workforce. This paradigm shift in work culture has profound implications for businesses aiming to promote employee wellbeing and productivity.Which is not an advantage of hybrid workplace? ›
In a hybrid workplace, it can be difficult to form or maintain relationships with your co-workers. The distributed workforce and reduced in-person interactions may lead to poor interpersonal relationships.What people really think about hybrid work? ›
Hybrid work is going to be a reality
Although fewer respondents preferred a strict in-office or at-home work model, they also made up a significant percentage of respondents (35%): 20% of respondents preferred to work fully from the office. 15% of respondents preferred working fully from home.
Comfortable and efficient work environments
Hybrid working enables employees to choose their work location. Giving employees the ability to craft their workplace schedule according to their needs and personal aeries is one of the benefits that positively affects productivity levels.
The research surveyed 597 managers and found that 51.8% of them agreed that working from home improves employee concentration, 59.5% agreed that it increases productivity, and 62.8% agreed that it increases motivation.What are the disadvantages of hybrid organization? ›
The major disadvantage of hybrid structure is the chance of having conflicts between corporate departments and divisions. There could be dilemmas among project managers and department managers regarding deadlines and resources. Many employees become very confused about the line of authority.What kind of problems usually arise in hybrid learning? ›
One of the biggest struggles students face in a hybrid learning environment is taking on the responsibility for their own education. Remote learning requires a significant amount of self-motivation, time management, and continued focus amid distractions students wouldn't typically experience in a physical classroom.What are the biggest challenges experienced in hybrid meetings? ›
- Not wanting to interrupt the speaker. ...
- Lack of visual + audio cues. ...
- Having difficulty being heard. ...
- Confusing technology. ...
- Needing a scenic view. ...
- Feeling disengaged. ...
- Internet problems. ...
- Audio issues.
Another reason why is it so hard to get a remote job is the competition. It is fierce for remote positions. It's not easy to get a remote job due to high competition. Not only do you compete against the local talent, but also against the high-quality talent applying for the same position from across the world.Is remote working causing stress? ›
Challenges facing professionals working from home include reliance on technologies, like teleconferencing and Zoom. In addition to the stress some experience from having to learn new skills, the virtual communication reduces much-needed personal contact and can contribute to anxiety and depression.What's the hardest part about working virtually for you? ›
Many remote workers say that isolation from coworkers is challenging to their mental health and their productivity. Being home alone all day takes its toll even for introverts, and it's difficult to feel like you're a part of a team or larger organization when you only interact with your coworkers over video calls.Is remote work unhealthy? ›
Studies have shown increased rates of depression and anxiety during remote work. Even if it's easier, there is a sense of isolation that develops when real, in-person communication is substituted with virtual interaction.Are remote workers less stressed? ›
Eliminate Workspace Stressors
In contrast, working remotely generally allows for a quieter, more subdued atmosphere, reducing the likelihood of sensory overload and the associated feelings of stress and anxiety.
In-person work can create a robust environment for collaboration and brainstorming. While many people may be hesitant to share ideas or brainstorm virtually, they can more easily get on the same page when meeting in person.
Ask in-person, not via email
Don't spring your request on your manager in passing or even in an email. If you check-in regularly and have the time, bring it up then. If you don't, request a meeting. To avoid immediate rejection, don't say ahead of time that you want to discuss working remotely.
Workers do not have a right to work from home, so you could be fired for insisting on working from home. However, if you have a disability, like asthma, lung conditions, or a compromised immune system, you may have a right to work from home under the Americans with Disabilities Act (ADA).How do I convince my employer to let me work remotely? ›
- Find an advocate. ...
- Come with facts. ...
- Understand what drives your company. ...
- Emphasize the business value. ...
- Appeal to their human side. ...
- Know the data. ...
- Offer a contingency agreement. ...
- Create a plan to make remote work.
The study indicates that many organizations are struggling to foster strong communication, collaboration and team bonding in these environments. As a result, some companies are pivoting back to traditional in-person work models to address these issues and enhance overall workforce engagement.
A hybrid company allows some employees to work remotely while others work on-site at the office. As we discussed in our guide on a Hybrid WFH Work Model, employees do not get to flip-flop between working from home some days and working in the office during others.Are people happier with remote jobs? ›
A survey report conducted by Owl labs suggests remote workers are happier and stay in their jobs longer. They also found that workers who were working at home reported being happy 22% more than workers who always work in an onsite office environment.Are employees happy with remote work? ›
Consider a 2022 survey by Cisco of 28,000 full-time employees around the globe. 78% of respondents say remote and hybrid work improved their overall wellbeing.Why companies are going fully remote? ›
Employees feel their time is valued, not wasted in meaningless meetings. Free to manage their day without interruptions, remote workers can dive deeply into projects. In fact, “the productivity increase among remote workers is equivalent to an extra day per person per week,” according to a study cited by Gallup.Why hybrid instead of remote? ›
A hybrid-remote schedule is often asynchronous, allowing an individual to choose their working hours based on when they are most productive. They can also set up and decorate an office or workspace in whatever way works best for them. And of course, a hybrid schedule allows more flexibility for traveling while working.What company went fully remote? ›
Dropbox allows for employees to transition into permanent telecommuters. Remote work became the “day-to-day default” for individual workers starting in October 2020. Their concept includes redesigning existing office spaces to be collaborative co-working spaces for use by employees as needed.
75% of employees believe they have a better work-life balance working remotely. And other common benefits cited by employees include reduced stress (57%), reduced absences (56%), improved morale (54%), and fewer sick days (50%). 62% of workers feel remote work positively affects their work engagement.How many people prefer hybrid work? ›
Another report by Zippia published in 2023 found that 74% of U.S. companies are using or plan to implement a permanent hybrid work model, and 44% of U.S. employees prefer a hybrid work model, compared to 51% of employers.How many people work remote or hybrid? ›
Much of that remote work came from hybrid setups. Last month, the survey found that 12 percent of workers were fully remote, roughly 60 percent fully in person and 28 percent hybrid. Other sources of data confirm that working-from-home patterns remain entrenched in certain industries.Do companies prefer remote work? ›
Remote work is often seen as beneficial for the employee, but it can also have many benefits for the employer. Among them are higher retention levels, increased brand awareness, better communication, improved employee morale and higher productivity.
- Freedom and Flexibility.
- Cost saving.
- Save time.
- Peace and quiet.
- Health and happiness.
- You're not alone.
- Work/life balance.
You can complete more work tasks and assignments.
And a 2021 survey of remote workers found that 6 in 10 reported they're more productive working from home than they expected to be because they don't have the commute and may be getting a better night's sleep.
Add in the lack of a commute, and remote workers typically have more time and fewer distractions, which leads to increased productivity—a huge benefit of working from home for both employees and employers alike. When done right, remote work allows employees and companies to focus on what really matters—performance.What is the #1 benefit of hybrid work? ›
The greatest advantages of hybrid work to date are: improved work-life balance, more efficient use of time, control over work hours and work location, burnout mitigation, and higher productivity. Hybrid work provides the flexibility for employees to work in ways that are most effective for them.Why is hybrid working hard? ›
All collaborative work involves coordination, but working in hybrid teams presents significantly more coordination challenges than working face to face. The risk is that what researchers have called “faultlines” can easily emerge between those who work together in person and those who work remotely.Do employees want hybrid work? ›
The benefits of hybrid work (and the disadvantages) We know employees see the value in hybrid work. A survey conducted with Wakefield Research shows that almost half of employees (47%) would likely look for another job if their employer doesn't offer a hybrid working model.What is the future of hybrid working? ›
In conclusion, hybrid work policies are a long-term strategy that can help companies adapt to the changing needs of the modern workforce. By creating a more flexible and inclusive work environment, companies can attract and retain top talent, boost productivity, improve retention, and align with ESG.Will remote work continue in 2023? ›
In 2023, career growth for remote workers is much better perceived than in 2022. Significantly more respondents selected that career growth was easier for remote workers in 2023 (36 percent) than in 2022 at just 14 percent. Though, overall the topic of career growth is still somewhat split.Is remote work really the future? ›
As long as Millennials are the largest workforce, remote work isn't going anywhere, so companies should be ready to adapt in 2023 and beyond. In the coming years, remote work opportunities will have to meet the demands and expectations of increasingly working Millennials.