More bold statements about returning to work, this time from data collected by Atomik Research and sponsored by enterprise video platform maker Vidyard, found that a whopping 96% of financial services professionals would give up a percentage of their salaries to work from home permanently.
And so much for the myth of productivity, as 88% of financial services professionals who worked from home during the COVID-19 pandemic say they experienced more successes than when they were in the office.
82% of financial services professionals think the overall productivity at their organization has increased with team members working from home during the pandemic.
45% say they can better limit the distractions around them while working remotely.
45% report they get more work done in a shorter amount of time while working from home
And we’ve reached a tipping point – per data from the Future Forum, 58% of knowledge workers are now hybrid. That’s data from November, compared against 46% in May of 2021.
75% of working parents are remote or hybrid compared to 64% of non-parents, according to the survey. Meanwhile, the survey found that executives are more likely to come into the office.
68% of the respondents said that hybrid work is now the preferred model over in-office or fully remote work.
Seventy-eight percent of those surveyed said they want location flexibility, while 95% said schedule flexibility is important in their current roles and moving forward. Of the executives polled, 41% responded that a significant goal moving forward is to refocus on creating equal working conditions and the ability to share work between remote and in-office employees.
And, 72% of those dissatisfied with their company’s work location rules will leave.
Because interestingly, per the Dice Tech Salary report, 47.8% of tech workers felt they were underpaid – a marginal increase of nearly 2% compared to 2020. That’s despite getting more money too. 61% of technologists received a salary increase last year, up from 52% in 2020
Why do we care?
Employees feel pretty good about the hybrid work world, their contributions during remote work, and their value to the organization. It’s not universal – as we see in views of parents versus nonparents here, or in previous studies related to age. And executives continue to appear out of touch with their workers.
Savvy leaders and managers are ahead of this with their approaches, focusing on the total package, which includes pay, in their approach to workers. In the US, this is the flip side of the “right to work” movement. Right to work… applies to workers too, and when they have the power, they are clearly using it.