A recent survey on remote work and pay by salary.com provides information on employers’ attitudes towards remote work. It also raises the question of what is your preference for remote working and how are you going to defend it?
The survey indicates that around 70% of employers would hire a remote worker at the same rate as an on-site worker, while 97% of employers would not reduce the rate for an existing worker who was already working full-time or on-site. part-time. of the House. This is good news for career owners, as long as the employer continues to support remote working. More on that below.
It is in the mobility of distant employees between companies that the survey shows greater fluidity. 50% said they would take into account geographic differentials, 67% said they would take into account external competitiveness and 43% said they would take into account the cost of living. You can check the position of your current employer through each of these three criteria.
The most striking response to the survey concerns reported return-to-work schedules: 51% planned to bring employees back in the second quarter, 37% planned to do so in the third quarter, and the remaining 12% planned to do so in the fourth quarter. . The question is, how will employees react? More specifically, how will you react?
We are witnessing what appear to be conflicting expectations about the timing and extent of any future return to work. Two months ago, the main story seemed to be that large organizations wanted and expected a quick comeback. For example, Goldman Sachs CEO David M Solomon urged his UK and US employees “to be able to return to the office” by June 14. Just behind, Jamie Damon, CEO of JP Morgan “strongly” urged his employees to make sure they return to their offices in July if possible.
Then came the proof that the employees weren’t that keen to do it. For example, accounting firm Gant Thornton reported that nine in ten employees prefer to work from home. Google has scrapped plans to get employees back into the office by July 2021, with CEO Sundar Pichai saying “the future of work is flexibility.” Texas A&M University professor Anthony Klotz, wrote of a “great resignation” where the pandemic “made many realize that their work is not contributing enough (or not at all) to their pursuit of happiness and meaning, and they decided to invest their energy elsewhere. “
A particular issue may be your employer’s commitment to real estate leases. The Economist reports a probable “account for real estate developers”, deferred by long-term leases. CEOs engaged in such leases may want to make the most of this engagement by emphasizing the benefits of face-to-face communication. Consulting firm McKinsey recently warned of senior executives with an “identity mental trap,” which presumably retains a preference for having people available for consultation in a physical space.
Another concern, which will vary depending on the type of work performed, is the effectiveness of face-to-face meetings. New York Times contributor Caity Weaver recently asked “What do we really miss when we don’t meet in person?” She was thinking of meeting people we hate in a small room, smelling the participants, the ability to speak more easily outside of their turns, and birthday celebrations in an office environment. His conclusion after interviewing a series of experts was that managers often set a low standard on the need for meetings, their purpose, and the level of commitment to whatever is agreed upon.
In conclusion, owning your career means owning your preference for remote working in your negotiations with current or future employers. You need to make sure you have conversations about your career that clearly express your preferences.