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Americans Are Willing to Work Longer Hours to Continue Working from Home

While the Right Perks Can Drive Some Employees Back to the Office, Nearly 25% Won’t Go Back Under Any Circumstance

IRVINE, Calif.–(BUSINESS WIRE)–Now that Americans have had a taste of working from home, many are reluctant to go back to the office full-time, according to a new third-party survey from Prodoscore, the leader in employee visibility and productivity intelligence software. The company today announced the results of its research, which assesses employees’ attitudes and willingness to return to a pre-pandemic workstyle environment.

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While many American business leaders are eager to hit the resume button and have their workplaces go “back to normal,” employees are more reluctant. A majority of Americans (75.6%) have returned or are expecting to return to the office full time, but nearly a third are unhappy about doing so. And, as evidenced by the Great Resignation, they are willing to put their job on the line to avoid the prospect: about a third of Americans (27.1%) reported they left their job or plan to rather than work full time in an office.

“The pandemic caused Americans to re-examine long held beliefs about the way we work,” said David Powell, President of Prodoscore. “We learned, for example, that we don’t have to be on site in a traditional office environment to keep the engine of commerce going. American employees have embraced the flexibility and work-life balance that working remotely delivers, and are looking to hold on to those benefits, even if they return to the office full time.”

Adapting to the Changing Workplace

The pre-pandemic, traditional workplace is no longer the dominant model in the American business environment. More Americans are working for a company that is implementing a hybrid work model (38.3%) than a traditional, full-time model (37.3%). Back in the office, employees are looking to bring elements of work from home with them. More than a third (39.2%) dress more casually in the office.

Employees Are Open to Change in Order to Work From Home

The survey shows that Americans are willing to make changes in exchange for working from home. Nearly 40% said they are comfortable with business leadership having visibility into their workday productivity; more than one-quarter (28.1%) will work longer workday hours; 16.% will take a pay cut; and 13.4% will forfeit company retirement contributions.

Working from Home Fosters a Work-Life Balance

Why the reluctance to go back to the office? Americans don’t want to give up the benefits of having work-life balance and the subsequent improvements in their physical and mental health – 43.6% said their physical health and 36.7% said their mental health have been impacted positively since working from home.

Perks Drive Willingness to Return to the Office

Under what circumstances would Americans return willingly to the office?

A majority of Americans would commit to working 100% in-office if it was a four-day work week, while more than a third would go back if they were given free lunches weekly or commute stipends. Nearly 30% said they would willingly return to the office if they had unlimited PTO. More Americans (19.6%) want a pet-friendly workplace than daycare available in the office or for free (16.3%).

But nearly a quarter of employees said there were no perks that would encourage them to work in the office full time – and there is absolutely nothing they miss about being in an office.

What Do Employees Miss About Office Life?

The lack of social interaction can’t be overlooked when discussing work from home scenarios. The one overriding element that employees miss the most when they’re not in the office full-time is their coworkers (48.2%). Spending time with co-workers is also their favorite part about being in an office. Nothing else comes close – not the snacks (5.4%) or free lunches (3.5%), not being away from the kids (6.2%), not having time to talk on the phone or listen to podcasts during the commute (2.8%).

“A distributed workforce, enabled by technology and productivity tools, is not the future – it is what is happening now,” said Powell. “As business leaders we need to get on board with this, to ensure that we are using the available tools to provide the flexibility our employees require and to facilitate – and then trust in – their ability to deliver at the highest performance levels, no matter where they are physically based. To attract and retain the best talent, this needs to be our charge.”

Methodology

In September, Prodoscore and Propeller Insights polled more than 1,000 U.S. adults working full time across demographics about their attitudes and willingness to return to the office full time, following the pandemic lockdown.

About Prodoscore

Prodoscore™ is a company dedicated to empowering teams to be more effective and productive, validated with improved performance and enhanced contributions. By providing visibility into employee activities through a single, easy-to-understand productivity score, a “prodoscore” is calculated to improve workforce productivity and streamline the employee experience. Prodoscore works seamlessly with cloud tools like Google Workspace, Office365, CRM systems, and VoIP calling platforms, allowing it to be quickly implemented and maintained. Learn more at prodoscore.com.

Contacts

Nadine M. Sarraf | CMO, Prodoscore | 213.262.2551 | nadine@prodoscore.com
Alessandra Nagy| VP, Bospar PR | 714.310.4439 | alessandra@bospar.com

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New Survey Highlights Benefits and Challenges of Remote Work

TULSA, Okla.–(BUSINESS WIRE)–Hogan Assessments, a global leader in personality assessment and leadership development, is releasing the results from a survey of workers across the United States and Europe that identified how the COVID-19 pandemic and remote working arrangements affected productivity, engagement, relationships, communication and collaboration.

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Among the 880 respondents to the Future of Work survey, most employees feel equally, if not more, productive when working remotely. Although it is still too early to objectively determine whether employee perceptions of productivity match overall productivity at the organizational level, employees also reported that their teams are productive while working remotely.

Although the survey revealed that people find remote collaboration to be more challenging, the increased individual productivity ultimately contributes to better overall team results. However, employees are having to adapt.

“Prior to the pandemic, remote work was a privilege available to just a small portion of the overall workforce,” said Hogan Assessments CEO Scott Gregory, Ph.D. “As a result, making the shift to this new way of working has been uncharted territory for the majority of employers and employees alike. With such a dramatic shift come both benefits and challenges.”

Flexible schedules, the ability to work from anywhere, and improved work-life balance are among the benefits of remote work people appreciate the most. However, they find it challenging to maintain the same ease of communication and collaboration as before.

“Although the transition to remote work has been positively received by a large portion of the survey respondents, they also reported that remote collaboration has proven to be more difficult than when they were in a face-to-face setting,” said Gregory. “To mitigate this, managers should develop a proactive communication plan with the tools necessary to foster collaboration in this new working environment and encourage intentional, effective and efficient communication at all levels of the organization.”

From an engagement standpoint, individuals who felt supported by their managers also reported greater levels of engagement within their organizations. This suggests that employers should regularly communicate with their employees to ensure they have everything necessary for their projects and strive to align their duties with their overall career motivations.

Interestingly, 54% of respondents reported that the shift to remote work has not made it more difficult to maintain professional relationships with key stakeholders, while 46% report the opposite. This could largely be attributed to differences in personalities, which is something managers should consider when trying to understand the needs of their employees.

“While companies can and should focus on proactive communication plans, collaboration opportunities, and support from managers, they shouldn’t miss the importance of understanding the individual personality differences that influence success in remote work,” said Gregory. “Creating self-awareness and providing tools and resources for development for those who struggle will help your organization survive the changes in this working landscape.”

Most respondents also reported that their organizations did not encourage them to work remotely before the pandemic. However, having worked remotely for an extended amount of time, 87% of employees want the option to work remotely at least part-time for the rest of their careers, with only 13% wanting to be in the office every day and 14% wanting fully remote schedules. These numbers suggest that employers should prepare for significant turnover if they require employees to return to the office on a full-time basis.

“The world of work as we previously knew it is a thing of the past,” said Gregory. “With remote work becoming more and more prevalent, it doesn’t appear to be going anywhere in the foreseeable future. What was once seen as a perk is now viewed by the majority of the workforce as a necessity. Organizations need to be mindful of this to remain competitive when it comes to attracting and retaining top talent.”

Click here to download the Future of Work survey results.

About Hogan Assessments

The international leader in personality insights, Hogan Assessments produces valid, reliable personality assessments grounded in decades’ worth of research. More than 75% of the Fortune 500 use Hogan’s talent acquisition and development solutions to hire the right people without bias, boost productivity, reduce turnover, and promote diversity and inclusion.

For more information, visit www.hoganassessments.com.

Contacts

Blake Loepp

918-978-6475

bloepp@hoganassessments.com