Why experienced remote workers are an undeveloped resource

Research highlights the value that experienced remote workers can bring to new ways of working

According to a survey by workingmums.co.uk in partnership with The Changesing Work Company,statistics show that 80% of regular remote workers have not been promoted since working remotely and 44% have not been trained

Qualitative research focuses on the experience of people who have worked half-remote or hybrid before the pandemic, and aims to comment on how to improve these various ways of working.

The majority of respondents found that they worked for a small company with less than 250 employees. The numbers indicate that small businesses are likely to offer remote work. 41% were companies with less than 25 employees and 20% were employers with 26-250 employees.

A better balance between work and life [28%] Another 20% said that their role requires remote work, but that was the main reason for choosing remote work. The reason for compassion and Covid were other reasons given. 30 percent found it difficult [22%] Or very difficult [8%] Negotiate working from home.

Studies also showed that employers missed tricks by not asking those who did remote work before Covid for advice on how to make it better: 68% of respondents were others. Switched during Covid who wasn’t asked about the experience of working from home to help.

Two-thirds [66%] A percentage of respondents were provided with resources such as laptops by their employers, but 71% said their employers did not pay for work-based calls and the like.

The survey also showed that:

– 31% felt they missed important information.But more than half of those who said they didn’t [55%] This was due to their own efforts to find out what was happening, and only 32% said their employers tried not to miss it.

-one third [33%] Could not access technical support

– 36% felt they were not included in the decision because they were in a remote location. This is 1 in 5 people. [20%] Was the most difficult thing to do remotely.

– 63% have a clear beginning of the day, while 18% do not.

– 53% have regular breaks, 15% do not, and 32% do not necessarily have regular breaks.

Participants were also asked what helped them with regard to quarantine at home. Staying in touch, planning non-work social interactions, and protecting everyday life were popular choices. To stay in touch, one respondent has launched a virtual lunch chat. Others have created Teams chats and other forums for communication.

When asked what skills they think they need to work remotely, 85% believe that self-motivation is an important skill. 68% stated an independent mindset. And 58% stated resilience. 74% said they had honed these skills through remote work, and 22% said they had developed skills for telecommuting.

Communication skills were the most popular skill they felt needed for managers to manage remote workers.

Asked what would improve their situation, they expressed better communication and gratitude for what they were doing. Fifty-eight percent felt they were listening and valued as office-based people, but most of the rest weren’t sure.

On the positive side, participants said they learned discipline to assess their abilities and resilience from remote work. Their advice to others included organizing and planning, having a structure, sticking to your working hours, and thinking about alternative forms of social interaction.

Gillian Nissim, founder of WM People, a group under workingmums.co.uk, workingdads.co.uk and workingwise.co.uk, said: Often not heard for years in remote or hybrid fashion, they certainly have to make a valuable contribution to how to make remote and hybrid work work better.

“Employers who seek feedback from employees, listen to them, and take action through employee network groups and other forums find that they are the most innovative, engaging, and have the highest engagement scores. Remote workers are often left to their devices to get the most out of their remote work, but this one-sided approach can help both employees and employers overcome their biggest challenges. It means that you will not enjoy the full benefits. “

Bridget Workman of the Changing Work Company said: Half of them have been working that way for more than three years and a quarter for more than five years. This surprisingly represents a wealth of experience that most employers have not yet leveraged.

“68% of those surveyed never asked their employers to share knowledge to help colleagues suddenly switch to telecommuting, creating a hybrid mix of office, telecommuting, and telecommuting. They had never been consulted for any special insights into the method. They are usually well-equipped, but the majority had to struggle to learn without training and through trial and error. Knowing the pitfalls, they learned the necessary skills and tricks through their own wisdom and resilience.

“As employers struggle to understand the hybrid future of work after Covid, The Changesing Work Company is working mums. In exploring this realistic, hands-on, undeveloped vein. We are pleased to be able to support co.uk. “