How COVID-19 Is Changing the State of Remote Work

Why the coronavirus crisis may permanently alter the way we work

Working remotely is not a foreign concept for businesses. Over the past decade or so, organizations have incrementally been testing and implementing the idea of flexible work hours and remote work. Before the pandemic hit, 43% of the U.S. workforce worked at home at least some of the time.  

But while some companies were dipping their toes into the remote-work water, coronavirus came along and threw businesses into the deep end. Spurred by government lockdowns, 88% of organizations now either encourage or require employees to work from home, regardless of illness status or symptoms.

This pandemic is accelerating the rate at which companies have had to adapt to this trend. And it’s not just a temporary wave that will subside when this is all over. This crisis is likely changing the nature of work forever, and there are some adaptations we can expect to stick around for the long haul.

Increased acceptance of working from home

Before the crisis, people worked from home less than they could have. While 43% worked from home some of the time, only 3.6% of the U.S. workforce worked remotely half the time or more. And an estimated 56% of employees have a job with significant remote-work potential. So, why is the proportion of off-site work still so low? One of the biggest reasons is fear. Working remotely is still associated with possible laziness and a drop-off in productivity.

That perception is expected to change, however, as the pandemic forces companies into the realization that business doesn’t come to a screeching halt. The fact that managers and executives themselves are forced to work from home and go through the same experience will likely reduce this fear and lead to more permanent flexible work policies across the board.

Global Workplace Analytics estimates, in part because of this pandemic, that 25–30% of the U.S. workforce will be working remotely multiple days a week by 2021, a 733% increase in just one year. 

Increased training for employees and management

Workplace training has decreased in recent years, leaving many workers feeling unengaged and uninformed about key aspects of their job. Companies under 100 employees undergo an average of only 12 minutes of training every six months, and companies between 100 and 500 employees only have an average of six minutes of training every six months.

As remote work increases, the need for training can increase exponentially. The more separated a team is, the more critical it is to engage them regularly and keep them motivated. It’s predicted that the coronavirus pandemic will encourage businesses to invest heavily in training and development, given these programs increase employee retention and satisfaction. 

This potential growth includes training for staff as well as management. In particular, managing remote teams requires a greater level of communication, mentorship, and creativity—skills that some leaders may need help sharpening. 

Greater awareness of cost savings and sustainability factors

A few months ago, many companies didn’t realize the potential cost savings and reduced environmental impact that working remotely on a large scale could achieve. But now that businesses have been forced into a situation that highlights these benefits, these factors could be the tipping point organizations need to consider a durable remote policy.

Consider the costs alone. How much would a company save on real estate expenses if it didn’t need as much office space? What proportion of company-sponsored travel could be cut as organizations realize that many of these interactions can take place via video conference?

One of the most dramatic impacts of remote work the world is seeing is on the environment. The sudden decrease in traffic is cutting pollution and smog, allowing many cities to see themselves clearly for the first time in decades. And an analysis from Global Workplace Analytics projects that “if those who have a work-from-home compatible job and a desire to work remotely did so just half the time, the greenhouse gas reduction would be the equivalent to taking the entire New York State workforce off the road.” Sustainability may not have been a significant factor in off-site policies before, but the environmental impact combined with cost-cutting results may prove compelling. 

Higher demand for flexibility from employees

It’s been known for years that working from home can give many employees a greater sense of productivity and accomplishment. And flexible arrangements are a well-recognized way to offer benefits that don’t cost significant money but result in increased satisfaction.

Now that workers can prove this to their employers, there will be a higher demand for more permanent flexible-work policies. The stated reasons for always keeping people in the office are no longer valid for many industries and companies. 

This demand will impact hiring and employee retention. As flexible work options become the norm, younger generations now expect a higher degree of flexibility from employers. Organizations that refuse to adapt may see an increase in turnover and have a harder time attracting the best talent. 

Remote work is here to stay—in one form or another

The cat is out of the bag when it comes to working remotely. Organizations that were anxious about letting employees work from home are being forced to confront and overcome those fears to survive the next few months. Many will use the epiphany caused by the COVID-19 emergency to reduce costs and increase worker satisfaction by instituting flexible benefits after the dust settles.

There’s an excellent chance that this represents a permanent shift in how we work—not an anomaly in the history books.

Karp HR Solutions can help you plan for a post-coronavirus future. As you consider flexible-work policies, we can help craft and implement a strategy to improve your bottom line and keep your employees engaged. At KARP HR Solutions, our creative approach has mastered the mix of finances and human resources. Call us at 954-684-3284 or complete our contact form to learn more.