Tennessee has 16 state government agencies that employ 6,000 people who telework at least part time. Their program, which is 3 years old, saves employees an estimated $1,800/month in gas costs, and resulted in dropped sick leave by 37%.
After a successful remote work pilot program including 136 employees across 4 state agencies resulted in improved productivity and decreased emissions, the state of Utah is now expanding telecommuting to an additional 2,500 government workers. That's 30% of eligible state employees over the next 18 months.
The Vermont's Agency of Commerce and Community Development is incentivizing remote workers to move to the state with a $10,000 payment over the course of 2 years for people who become full-time residents of Vermont, work from home or a coworking space in Vermont, and meet the program criteria.
Managers expect there to be more remote workers on their teams. Five times more hiring managers expect more of their team to work remotely in the next 10 years, than those who expect fewer to work remotely in the next 10 years.
2.9% of the total U.S. workforce, or 3.9 million U.S. employees, work from home at least half of the time. That's a 115% increase since 2005, when there were 1.8 million U.S. employees working from home at least half the time.
A nationally representative survey of U.S. workers conducted by PWC found that 68% of those surveyed believe that, within the next five years, work will be done remotely instead of in a traditional office.
42% of people who are 100% remote said they have been working remotely for more than 5 years. 28% said they have been working remotely for 3 to 5 years. 19% said they have been working remotely for 1 to 2 years. And 11% said they had been working remotely for less than a year.
The number one challenge for fully remote workers is communication (27%). Social opportunities is the second-biggest challenge (16%), loneliness and isolation the third (13%). Other challenges fully remote workers have include setting boundaries, organic interaction, visibility and time zones.
The biggest downside of working remotely is distractions, according to a the Avast Mobile Workforce Report. 46% of small business staff said that ‘getting distracted’ is the biggest downside of mobile working.
Loneliness and collaborating/communicating were tied for the top challenge remote workers face. 21% of remote workers named “loneliness” as their biggest struggle when working remotely, and 21% said collaborating/communicating was their biggest struggle.
When members of a team who work remotely at least part of the time encountered common workplace challenges, 84% said that the concern dragged on for a few days or more, while 47% said they let it drag on for weeks or more.
After realizing its female employees were leaving at a rate that was 10-15% higher than their male counterparts, Ernst and Young (EY) began aggressively promoting their “flexibility efforts” in the mid-90s. Twenty-seven years later, EY has said that thanks to formal flexible work, part-time and reduced schedules, and day-to-day flexibility, EY now retains men and women at the same rate. They’ve also reached their goal of promoting more female partners, with women making up about 30% of each new partner class every year.
Remote.co researched the CEOs and founders of 128 mostly or completely remote companies. 28% of mostly or completely remote companies have female CEOs, founders, or presidents, and 19% have female CEOs. 29% of fully remote companies had either female CEOs, founders, or presidents, and 13% had female CEOs. That's much higher than S&P 500 companies, where 5.2% of CEOs were women as of 2017, and Fortune 500 companies, where 6.4% are women.
Most remote workers are not worried that remote work will impact their career progression. 68% of remote workers surveyed said they aren't worried that working remotely will impact their career progression.
When asked "Flexible work arrangements would or do allow me to be more productive" 47% of survey respondents said they strongly agree, 31% said they strongly agree, 18% were neutral, 2% somewhat disagreed and 2% strongly disagreed.
12% of small business staff would choose not having to work in an office over a pay raise of 25% or more. Only 8% said they would accept a pay raise of 1-5% to give up remote working and work in an office.
Flexible work policies at companies with happy staff and those with unhappy staff were compared in the Staples Advantage Workplace Index study. At companies with unhappy staff, only 17% of those companies offered staff flexible timing and telecommuting, and 48% offered neither flexible timing nor telecommuting.
Flexible work policies at companies with happy staff and those with unhappy staff were compared in the Staples Advantage Workplace Index study. Of the companies with happy staff, 27% offered both flexible timing and telecommuting, and 28% offered neither flexible timing nor telecommuting.
Remote workers say they work more than 40 hours per week 43% more than on-site workers do. However, on-site workers are also working longer weeks because it's required of them, while more remote workers are doing so because they enjoy what they do.
Working remotely means less stress and anxiety that affects productivity. Stress and anxiety affecting the productivity of small business staff was 35% in the office, and only 26% for those working outside of the office.
Ctrip, a 16,000-employee NASDAQ-listed Chinese travel agency, allowed its call center employees to volunteer to work from home, and then randomly assigned those employees to work from home or from the office for nine months. Those who worked from home saw a 13% performance increase. 9% of that performance increase was from working more minutes per shift, because they had fewer breaks and fewer sick days. The remaining 4% performance increase was from more calls per minute. This was attributed to a more convenient, quieter working environment.
The CoSo Cloud Remote Worker Survey found that of the 39% who said they work remotely at least a few times per month, 77% reported higher productivity while working outside of the office. 30% said they accomplished more in less time, and 24% said they accomplished more in the same time.
A study of a 2012 work-from-anywhere program among patent examiners at the U.S. Patent & Trade Office (USPTO) showed that examiners’ work output increased by 4.4% after they transitioned to work from home. That 4.4% productivity increase was found to represent up to $1.3 billion of annual value added to the U.S. economy.
When asked "Are you likely to leave your current employer in the next 12 months because they don't offer certain flexible work arrangements?" 21% of respondents strongly agreed, 15% somewhat agreed, 19% were neutral, 17% somewhat disagreed and 28% strongly disagreed.
As companies get larger, the growth difference between remote teams and non-remote teams diminishes. Companies who were remote-first and are doing $10M to $75M in Annual Recurring Revenue (ARR) had 10 to 15% percent slower growth than co-located-first teams. At $75M or over, the difference between remote-first and non-remote-first growth disappears.
Remote companies are growing at a slower rate in their early stages than companies where everyone is co-located. Remote-first teams with $1 to $10M Annual Recurring Revenue (ARR) have growth rates that are roughly 20 to 30% lower than their co-located-first counterparts.
Millennials expect to stay at jobs with more flexibility for longer. 17% of millennials said they expect to stay for more than 5 years at organizations with less flexibility, while 55% of millennials expect to stay at organizations where there is more flexibility.
47% of millennials said they would change jobs to have a flexible working location where they could choose to work off-site full time. Only 31% of Gen Xers and Baby Boomers said the same, a 16 percentage point difference.
Millennials are on the hunt for new positions. 60% of millennials say they are open to a different job opportunity according to Gallup. That's 15 percentage points higher than the percentage of non-millennial workers who reported the same.
Millennials are more likely to change jobs than non-millennials. 21% of millennials said they've changed jobs within the past year. That's more than three times the number of non-millennials who reported the same.
Managers favor skills over being in the office together. Two times as many hiring managers cite employees having the right skills as being more important than working in the same location as the rest of the team.
The salary breakdown of remote workers surveyed was 74% earning less than $100k per year, and 26% earning more than $100k per year. In comparison, the on-site worker's salary breakdown was 92% earning less than $100,000 per year, 8% earn over $100k per year.
When asked "How much do you make per year?" 28% of remote workers said they make less than $25,000 USD per year. 18% said they make $25,001 – $50,000, and 19% said they make $50,001 – $75,000. 13% said they make over $125,000.
Remote work gives people the opportunity to travel more. When asked "How often do you travel and work outside your home city (including work retreats and conferences)" 44% of remote workers said they travel while working between one week and one month per year. 25% said they work/travel more than one month of the year. Only 7% said that they never traveled and worked at the same time.
Remote workers primarily work from home. When asked where they primarily work from, 78% of remote workers said they use their home as their primary place of work. 9% said they use the office as their primary place of work, coworking spaces came in at 7%, and cafes at 5%.
The total annual environmental impact for the 3.9 million remote workers in the US who work from home at least half-time is: Car miles not traveled: 7.8 billion miles; Car trips avoided: 530 million trips; Tons of greenhouse gases (GHG) avoided (EPA method): 3 million tons; Reduced traffic accident costs: $498 million costs; Oil savings ($50/barrel): $980 million savings; Total air quality savings (lbs. per year): 83 million savings
Massachusetts Governor Charlie Baker has proposed a tax credit for employers who let employees telecommute. Employers would get a $2,000 tax credit for each employee who works remotely rather than commuting to the office.