The debate rages on. Onsite, hybrid or remote. Which is better? It’s a little more complicated than just picking one. There have already been many studies on the topic. Remote work has been found in previous studies to improve productivity and employee retention. Remote work is also associated with higher job satisfaction, decreased stress and better work-life balance. Not every study about working remotely though paints a rosy picture. Previous results found that remote workers move less and are more likely to feel isolated. Researchers from the University of Michigan took an approach to studying remote, hybrid and onsite work settings that I haven’t seen yet. They decided to investigate whether there are differences in perception of the workplace culture of health (COH) based on work location. They used a previously published COH form that allows employees to rate their perceptions of how their workplace supports their health and well-being. The tool is organized in four domains: 1. Senior leadership support, policies and practices. 2. Supervisor support 3. Co-worker support 4. Employee morale The results are in. 🥁 Employees’ perceptions of their workplace’s COH were not dependent on work location. Essentially a ‘tie’ when it comes to how an employee perceives their employer’s support for their well-being. Why is this important? Numerous research studies have shown that how an employee perceives their employer's support for their well-being is a good proxy for engagement (i.e. an indicator of organizational success). Does my employer care about my well-being? If the answer is 'yes' then employees are more committed to their job than those who answer 'no'. I recommend you read the whole article though to learn some of the twists and turns of how remote and hybrid working is impacting well-being. If you’re a leader, it’s especially important to get in tune with why your employees who prefer remote and hybrid work conditions are convinced these are the best situations for them. What do you like the most about working remotely? What do you like the least? #leadershipdevelopment #humanresources #wellbeingatwork Journal of Occupational and Environmental Medicine (JOEM) Chester Elton, what do you like about working from home and / or, what don't you like?
I read an Adam Grant post in which he discussed the benefits of hybrid work. He referenced the increased engagement and retention, but also highlighted the missed opportunities for mentorship for newer employees. He discussed other things, but the mentorship resonates with me greatly. We work in healthcare contracting, which is highly complex. Including our newer team members into conversations and modeling problem-solving strategies expands and accelerates learning. Additionally, they can get assistance with challenging issues in the moment instead of waiting until the more senior person responds to emails and Teams messages. It’s a trade off on productivity, but it’s a little extra time invested on the front end to have more time available on the back end. While I primarily work on site, I do like having the option to work remotely. It increases flexibility and gives back chunks of time that would otherwise be spent on commuting. I do look forward to reading this article. Thank you for sharing!
Bonnie Davis
4w
Interesting article, thanks for sharing. I've noticed preferences change for people. Remote seems amazing until people feel disconnected and sick of it. Then they may have a change in their personal situation and they want to go back to it again. I think that choice is important, knowing that remote is there if they want it.
Lynn Regan
2w
Thanks for continuing to peel the onion on this gnarly topic. The employees’ perception of their employer’s support for their wellbeing is ubiquitous and the baseline for gaining employee dedication and satisfaction, perhaps coupled with the trust by the employer, and the relationship that evolves between them. Mentorship and collaboration are key benefits of being onsite, especially for newer/younger employees. On the contrary, shedding a commute, having the ability to focus, and other timesaver/life balance benefits of remote work make it a must-have option. Having at least one day of remote work could be a staple for employers. Perhaps organizations could look at a sliding scale—similar to vacation accrual—where newer employees come in more but earn the option to telework more after a certain amount of time, with some carve-out exceptions. And of course type of work, cost of space, availability of space for everyone to be in, dealing with exceptions and more are continuing considerations. For me, being able to dive into work without having to dress up and commute are the key benefits of remote work. Conversely the ability to walk over to chat with a colleague is a huge plus of being onsite.
That’s an interesting outcome. Perception of support matters more than location. It shifts the focus from where people work to how leaders show they care.
Anyone can manage a team. Few can lead an interprofessional one. | Architect of high-performing interprofessional teams | From science to practice | Turning collaboration into a daily habit
4wI appreciate working remotely to avoid the 60min + drive. I would not want to work remotely everyday, as I like to engage with others in-person onsite.