5 Remote Working Myths Busted

According to a new study, the most popular benefits of remote working are no commuting, saving money, and an improved work-life balance.

The Slack Remote Employee Experience Index surveyed over 9,000 workers in the US, UK, France, Germany, Japan and Australia, and found the majority were happier working remotely than they were in the office.

The study from the California-based collaboration app showed that 11.6 per cent of respondents want to return to the office on a full-time basis, while 72.2 per cent would prefer a hybrid model. Slack’s Remote Employee Experience Index also gives its take on five commonly held beliefs about remote working. Here’s what it found.

1. Workers aren’t missing the 9-to-5 routine of working in the office

One of the biggest factors that have influenced a positive remote working experience is breaking free of the 9 to 5 routine and being able to create a more flexible schedule.

“Those with flexible schedules score nearly twice as high on productivity compared with those working 9-to-5 and significantly better when it comes to sense of belonging,” says Slack vice president Brian Elliott.

2. Regular meetings aren’t the key to keeping employees aligned

The interactions found to have the most significant impact on workers’ sense of belonging are:

  • Bi-weekly team celebrations to recognise team members or achievements.
  • Monthly team-building activities.
  • Monthly games or unstructured group social activities.

3. Not all workers with children are facing the same challenge

Women with children have found it a challenge to balance work and childcare, according to the study. In many cases, this points to a lack of publicly funded childcare or having a strong social safety net.

4. The remote-work experience isn’t worse for underrepresented groups

Black, Asian and Hispanic workers rate remote working more highly than their white colleagues, according to the index. While it isn’t clear exactly why, it is suggested that white employees have a sense of community in majority-white workplaces, while minority groups may feel a better sense of community at home.

5. Executives and managers don’t find adapting to remote work easier

Managers were found to be facing some of the more acute challenges in adapting to remote work, including a sense of belonging, productivity, and managing stress and anxiety.

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