[SUMMARY]:

Remote and hybrid work can help build employee engagement in organizations and is critical for talent retention after the pandemic. Many employees have made major personal decisions due to the ability to work remotely, and as many as 68% of Americans prefer to work fully remote. The data shows that 65% of Americans with jobs that could be done remotely are willing to take a 5% pay cut to continue working from home, and one in seven said they were willing to give up 25% of their salary to work from home forever. While some leaders and managers may wish for employees to return to the office for water cooler interactions, there is a large camp of employees who prefer a hybrid or remote work model. It is important for organizations to consider how they can make remote and hybrid work successful for their employees.

Timestamp

0:00:00

Introduction to the topic of remote and hybrid work and its importance for employee engagement and talent retention after the pandemic

0:00:33

Discussion on the preference of employees for remote work and the negative impact of forcing employees to return to the office

0:01:10

Presentation of data showing the preference of employees for remote work and the willingness to take pay cuts to continue working from home

0:01:42

The two camps of leaders and employees regarding remote and hybrid work and the importance of considering the preference of best talent

0:02:00

Call to action to consider remote and hybrid work in organizations

0:02:10

Conclusion and invitation to follow EngageRocket on LinkedIn for more tips on helping midsize companies do more with less

How Hybrid Work Helps Employee Retention

Can help build employee engagement in your organization and why it is so critical for talent retention after the pandemic, what we're finding is that people are just not willing to return to their offices. And this is not entirely a preference thing. Some of them have moved out of the cities, they've sold their cars, they've made major personal decisions.

Because of the ability to work in a remote or hybrid environment. The recent example of farmer's insurance where their c e O didn't about face from a work from home policy last year to one in which they need to work in the office at least three days a week this year has caused a huge disruption for the personal lives of employees and enormous amount of negative press for them.

One in seven actually said that they were willing to give up 25% of their salary to be able to work from home forever. So the data is quite clear and there are two camps. They're the leaders and managers who wish that people could return to office more. And sometimes it's for good reason, to improve that level of water cooler interactions.