by Kate
Gallup finds huge shift in employee engagement among remote employees. Highest now among those who do so 60-80% of the time, up from 20% of the time just last year.
All employees who spend at least some (but not all) of their time working remotely have higher engagement than those who
don’t ever work remotely. And the tipping point for optimal engagement has
increased dramatically — from less than 20% of time to 60% to 80% of time
working remotely.
Source: www.gallup.com
The report also found those who work remotely 2-3 days a week feel substantially more productive than those who are office-bound or are who work remotely less frequently.
by Kate
Three quarters of stay-at-home parents say flexibility would allow them to continue to work
"While the official U.S. unemployment rate has declined since the start of the recession in late 2007, the total share of adults who are not employed has risen in recent years. This survey examines the views and experiences of this broad group of prime-age workers who are not employed, including ...what it would take to get them working...".
Source: kff.org
With employers wringing their collective hands about talent and labor shortages, why aren't more hearing the message: the key is flexibility.
by Kate
John Dvorak to IBM: Telecommuters Are Not Slackers
"It seems these decisions (recalling telecommuters) are all about optics, though; make it look like the office is full and bustling. To these CEOs, it's freaky to have remote workers who cannot join endless, spur-of-the-moment meetings."
Source: www.pcmag.com
Sharon Wall (GSA Regional Administrator) has a line I love, "Telework doesn't create management problems, it reveals them."
In this global, mobile society, whether people are 9 floors, 9 miles, or 9 time zones away, they are connecting remotely. The days of managing by walking around are gone forever because, like Elvis, the people have already left the building.
Let's stop calling it telework or telecommuting and deal with the reality that people are working anywhere, everywhere, and at all times. Resisting it is useless. The genie is not going back in the bottle. What employers should be doing (the good ones already are) is putting the policies, practices, and training in place to optimize the results for people, planet, and profits.
by Kate
Workplace civility spiraling down and with it goes productivity, trust, and loyalty. Here’s what to do about it.
Research shows that hurtful workplace behavior can depress performance, increase employee turnover, and even mar customer relationships.
Source: www.mckinsey.com
A full 62% of employees say they've been treated rudely at work (up 27% since 1998). Three quarters of victims say the incident reduced their commitment to the organization. A quarter admit to taking their frustration out on customers.
by Kate
Want great performance from knowledge workers? Asking them to do their best is the biggest motivator.
"If you want to motivate employees, stop following your instincts and adopt a data-driven approach."
Source: hbr.org
The advice here isn't new, but given that 85% of Fortune 1000 companies surveyed admit employee motivation drops sharply after 6 months on the job, it's worth revisiting what science knows about the best way to manage people.