When the COVID-19 pandemic shuttered workplaces nationwide, society was plunged into an unplanned experiment in work from home. Nearly two-and-a-half years on, organizations worldwide have created new working norms that acknowledge that flexible work is no longer a temporary pandemic response but an enduring feature of the modern working world.
Thirty-five percent of respondents say they can work from home full-time. Another 23 percent can work from home from one to four days a week. A mere 13 percent of employed respondents say they could work remotely at least some of the time but opt not to.
Survey On Working From Home
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Eighty-seven percent of workers offered at least some remote work embrace the opportunity and spend an average of three days a week working from home. People offered full-time flexible work spent a bit more time working remotely, on average, at 3.3 days a week. Interestingly, 12 percent of respondents whose employers only offer part-time or occasional remote work say that even they worked from home for five days a week. This contradiction appears indicative of a tension between how much flexibility employers offer and what employees demand.
However, the opportunity is not uniform: there was a large difference in the number of employed men who say they were offered remote-working opportunities (61 percent) and women (52 percent). At every income level, younger workers were more likely than older workers to report having work-from-home opportunities.
The opportunity to work flexibly differs by industry and role within industries and has implications for companies competing for talent. For example, the vast majority of employed people in computer and mathematical occupations report having remote-work options, and 77 percent report being willing to work fully remotely. Because of rapid digital transformations across industries, even those with lower overall work-from-home patterns may find that the technologists they employ demand it.
A surprisingly broad array of professions offer remote-work arrangements. Half of respondents working in educational instruction and library occupations and 45 percent of healthcare practitioners and workers in technical occupations say they do some remote work, perhaps reflecting the rise of online education and telemedicine. Even food preparation and transportation professionals said they do some work from home.
The survey asked people if they had hunted for a job recently or were planning to hunt for one. Unsurprisingly, the most common rationale for a job hunt was a desire for greater pay or more hours, followed by a search for better career opportunities. The third-most-popular reason was looking for a flexible working arrangement.
Among hybrid workers who are not self-employed, most (63%) say their employer requires them to work in person a certain number of days per week or month. About six-in-ten hybrid workers (59%) say they work from home three or more days in a typical week, while 41% say they do so two days or fewer.
The majority of U.S. workers overall (61%) do not have jobs that can be done from home. Workers with lower incomes and those without a four-year college degree are more likely to fall into this category. Among those who do have teleworkable jobs, Hispanic adults and those without a college degree are among the most likely to say they rarely or never work from home.
About one-in-ten (12%) of those who are at least occasionally working from home say it hurts their ability to strike the right work-life balance, and 17% say it neither helps nor hurts. There is no significant gender difference in these views. However, parents with children younger than 18 are somewhat more likely than workers without children in that age range to say working from home is helpful in this regard (76% vs. 69%).
A majority of those who are working from home at least some of the time (56%) say this arrangement helps them get their work done and meet deadlines. Only 7% say working from home hurts their ability to do these things, and 37% say it neither helps nor hurts.
One aspect of work that many remote workers say working from home makes more challenging is connecting with co-workers: 53% of those who work from home at least some of the time say working from home hurts their ability to feel connected with co-workers, while 37% say it neither helps nor hurts. Only 10% say it helps them feel connected.
Feeling connected with co-workers is one area where many workers who rarely or never work from home see an advantage in their setup. About four-in-ten of these workers (41%) say the fact that they rarely or never work from home helps in how connected they feel to their co-workers. A similar share (42%) say it neither helps nor hurts, and 17% say it hurts.
At the same time, those who rarely or never work from home are less likely than teleworkers to say their current arrangement helps them achieve work-life balance. A third of these workers say the fact that they rarely or never work from home hurts their ability to balance their work and personal lives, while 40% say it neither helps nor hurts and 27% say it helps.
When it comes to other aspects of work, many of those who rarely or never work from home say their arrangement is neither helpful nor hurtful. This is true when it comes to opportunities to be mentored (53% say this), their ability to get work done and meet deadlines (57%), their chances of getting ahead in their job (68%) and whether they are given important assignments (74%).
Nearly 3,000 employees responded to the Global Work-from-Home Experience Survey between March 30th and April 24th, 2020 making it one of the largest global post-COVID employee survey to date. It has revealed:
Historically, more than 80% of employees said they would work from home (WFH) if they could yet less than 4% of employees actually did half-time or more before the pandemic [Global Workplace Analytics special analysis of American Community Survey].
While almost 70% of employers said they offered the option to work from home to some of their employees [Society for Human Resource Management], only 7% offer it to all or most [Bureau of Labor Statistics]. That is, until the pandemic.
A typical employee can save between $2,500-$4k/year. Much more in large cities or if they choose to move to a less expensive area. That is net of the additional costs incurred by working from home. Employees can calculate their own potential savings with our Employee Savings Calculator.
We forecast 25M to 30M U.S. employees will regularly work from home within the next two years (currently only 5M WFH half-time or more). Read more about how we arrived at that number on our work-from-home forecast page.
The Global Work-From-Home Experience Survey was developed and will be analyzed by a collaborative team led by industry experts and thought leaders in work-from-home and other emerging workplace strategies, Dr. Anita Kamouri (Co-Founder of Iometrics), and Kate Lister (President of Global Workplace Analytics). The two are frequent partners in workplace strategy engagements.
Kate Lister is a recognized thought leader on trends that are changing the who, what, when, where, and how of work. She is president of Global Workplace Analytics (GWA), a research-based consulting firm that has been helping public and private sector employers measure the impact of and optimize work-from-home strategies for more than a decade. Learn more about how GWA can help you maximize the people, planet, and profit impact of remote work by making it part of an overall workplace strategy.
I have been gathering data about the level of satisfaction people have while working at home. So far I have gathered reactions from a diverse sample of 312 people. In the data set, I have 32% male and 68% female respondents. People come from various functions, and 15% are top management, 22% senior leaders, 19% middle managers, 10% supervisors, and 32% individual contributors. The data comes from across the globe, but the majority is from the U.S. Here are a few observations from my initial data.
2. The engagement of those working from home has not significantly declined. In pre-pandemic data, we have collected from 537,591 employees on a five-item employee engagement index, 79% of the responses to the index were positive. From the 312 samples of respondents working from home in the Pandemic, the results were 77% positive. That is not a significant difference. Given all the stress and worries with the Pandemic, a slight reduction in engagement is expected.
After looking over this data, I am optimistic that most people are satisfied while working from home. The key to high satisfaction is closely tied to having a very supportive manager. The self-reports on productivity are positive, but some people may be more optimistic than real productivity measures reveal. In my case, the Pandemic has canceled all my travel and shifted much of my work from classrooms to Zoom, and Microsoft Team calls. A typical trip would cost me a day of travel before an engagement and another day of travel after the engagement. Having only a Zoom call on the engagement day has doubled my productivity, but video calls are not always as high impact as an in-person meeting.
With more people working from home and fewer commuting by private vehicle, the average one-way travel time to work dropped to 25.6 minutes in 2021, among the shortest times in the last decade. The average commute was two minutes shorter than the average of 27.6 minutes in 2019.
Note: Statistics from sample surveys are subject to sampling and nonsampling error. All comparisons made in the highlights have been tested and found to be statistically significant at the 90% confidence level, unless otherwise noted. Consult the tables on data.census.gov for specific margins of error. For more information on using margins of error, visit the Code Lists, Definitions, and Accuracy page.
Working from home is becoming more commonplace in many industries, including tech, finance, consulting, and even healthcare. However, having employees dispersed in multiple locations presents employers with unique challenges. be457b7860
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