A recent Pew Research Center survey reveals a striking statistic: 46% of US employees would quit if their remote work options disappeared.
This resistance to office returns presents a significant challenge for employers. How would your organization handle a potential “great resignation” of nearly half your workforce?
Demographics and Preferences
- Women (49%) are more likely than men (43%) to seek new employment if forced back to the office.
- Workers under 50 (50%) are considerably more inclined to leave than older colleagues (35%).
These demographic differences highlight the need for tailored approaches to return-to-office strategies.
Among those not working fully remotely, 75% report their employer now mandates in-person work for a set number of days. This is up from 63% in early 2023. Most hybrid workers (72%) prefer their current arrangement and want to maintain a hybrid schedule rather than work entirely from home.
Job Satisfaction and the Future of Work
52% of workers somewhat or less satisfied with their jobs would likely leave if they lost remote work options. This compares to 41% of highly satisfied employees. Employee satisfaction is clearly linked to retention in the context of remote work.
Two key factors are shaping the future of work.
- Gen Z, the first truly digital-native generation, is becoming the primary talent pool.
- Secure remote connectivity now offers speed, performance, and security comparable to the in-office environment.
These factors contribute to the growing acceptance and effectiveness of remote work.
Policy vs. Preference
Despite these trends, the tension between corporate policies and employee preferences continues.
83% of big-company CEOs expect full-time office returns within three years. Some HR leaders and CEOs, however, believe the hybrid work model will continue its ascendance and will be the standard in 2025.
Experts like Doug Dennerline, CEO of Betterworks, advocate for a remote-first or at least hybrid approach.
They believe rigid mandates cause talented employees to leave. They also note that managers often “bend” policies to offer needed flexibility, even if not officially supported by the company. Dennerline states, “Hybrid work is here to stay.” Another expert suggests strategic scheduling. They believe a blend of in-office and remote days can be beneficial to teams at certain times.
Remote and hybrid work are the dominant models of the modern workplace. How is your company adapting?
Filta’s Employer of Record (EOR) services provide a solution for businesses embracing this shift. We support your global teams, wherever they are located. You can operate compliantly in multiple countries without the complexities and expenses of establishing separate legal entities in each location. This streamlined approach simplifies global expansion.
Do you need an office space to support your hybrid work model? Filta offers access to offices in key locations, including the Philippines, Colombia, and Australia. This gives your team a place to connect and collaborate when needed, creating a sense of community even in a distributed work environment.
What about your remote employees? We assist you with managing payroll, taxes, benefits, and compliance for your distributed workforce.
Employee satisfaction is paramount for success in a remote and hybrid world. Filta allows you to focus on your core business objectives, not administrative headaches. You gain peace of mind knowing your employees receive proper support and your operations remain compliant with local regulations. This comprehensive support system contributes to higher employee retention and productivity.
Partner with Filta.
We help you achieve your international goals faster and with fewer obstacles. Contact us via www.filtaglobal.com to learn more about how we can support your remote and hybrid workforce.
