Saturday, December 3, 2022
Bringing the Latest in News Straight to Your Screen

Surge In Remote Roles Suggest New Ways Of Working Are Taking Root

By News Creatives Authors , in Leadership , at July 20, 2021

Early signs suggest remote work is taking root, even in industries like retail and transport and logistics where home working was once scarce, according to the latest figures from LinkedIn

The U.K. data compares the share of remote roles listed on the professional networking platform in the month of June 2020 with June 2021.

Across all sectors, transport and logistics saw the highest proportional increase in remote roles. In June last year just 0.3% of roles advertised by this sector were remote, compared to 5.6% in the same month this year.

That was followed by retail and recreation and travel, both of which also saw large increases in share of remote roles from low bases. There are now 12 times more remote roles available in retail than last year, and nine times more in recreation and travel.

The highest proportion of remote roles can now be found in software and IT where close to a quarter (23%) of advertised jobs can now be done from home, up from 4.2% last year, followed by education (16%) and healthcare (14%).

These rises are in spite of the fact that, from this week, U.K. workers can return to offices on a full-time basis. While a few office-championing business leaders such as Lord Alan Sugar and David Solomon of Goldman Sachs are outspokenly championing the office, many companies are rethinking their working arrangements.

Studies have shown that bosses who demand a full-time return to the office risk upsetting some three quarters (73%) of knowledge workers who’ve said they want to mix up where they work, and split their week between home and the office in a ‘hybrid’ arrangement.

But companies must offer better support if they are to make part- or full-time remote working a success, by boosting mental health provision, improving the way their people communicate and collaborate in the digital workplace, and offering more opportunities for online training.

Employers also need to mitigate the downsides of working from home, which include missing social interactions with colleagues, feeling disconnected from their teams and having fewer opportunities for interesting conversations.

Studies suggest that a ‘best of both’ remote-office arrangement, with plenty of flexibility, is the future for knowledge work. And this arrangement would certainly dilute the downsides of remote work while people enjoy the many benefits.

Leaders must be less reactive and more proactive, and find meaningful ways to improve the home working experience based on what we’ve learnt so far. There are many opportunities for improvement, not least building a digital workplace that supports good communication, collaboration, project management, continuous learning and culture.

Three ways to improve the hybrid and remote work experience

  1. Create an inspiring workplace culture that exists online as well as offline. How do you do this? In short, by designing a virtual working experience that’s centered around social and team collaboration tools, that makes talking and working with colleagues as easy as when side by side in the office. The goal is to replicate ‘watercooler moments’ and keep the conversation flowing using asynchronous communication tools, including internal social media feeds.
  2. Similarly, create an online onboarding experience for new recruits who will feel the distance more acutely than the rest of your team. Get their colleagues to record and write video messages that can be opened as soon as they login to your system for the first time. They’ll also need to be able to access tools and systems like HR, e-learning, and documents easily, ideally from a single point of entry. The goal is to make your tech so self-explanatory that it’s even user friendly for newbies.
  3. Often cited as a big drawback to remote working is lack of inclusion, which can happen when office cliques form: home workers get left out of important conversations as well as opportunities to socialise with their colleagues. You can imagine how this might affect career progression. Policy changes can help, such as stipulating that meetings should always have a  video participation option or must be recorded and shared with the whole team in case of absences.


Leave a Reply

Your email address will not be published. Required fields are marked *