5 Key Findings from the Remote Leader Playbook, 2024 Edition

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We recently published our Remote Leader Playbook. The goal of this report is to help all remote companies understand the insights and trends that will drive success in this coming year (and beyond).

We surveyed 1,700 remote workers around the world and asked about what motivates them, what they love about working remotely, how their managers affect them positively and negatively, and how companies can do better in the future.

Here are the top 5 findings from our report:

1. Flexible Schedules Drive Job Satisfaction

Our survey revealed that over half of remote workers (51.8%) cited flexible schedules as the aspect they loved most about remote work. However, only 53% of respondents mentioned that their company actually allows flexible work schedules. And, what’s more, only 36% of company profiles at We Work Remotely state ‘Flexible work schedule’ as a benefit for their employees.

The promise of remote work is that it will offer more flexibility but, as we can see, it might not be the case for all remote jobs. This disconnect is the perfect opportunity for companies to empower their employees by offering truly flexible work.

In our report, we talk about the strategies companies can use to embrace the flexibility remote work offers and deliver what remote employees want.

👉 Your takeaway: think about how your company can offer true flexibility to your employees. Talk with them and ask for feedback.

2. Employee Wellness Should Be Considered in Every Benefit Package

Despite the well-documented benefits of employee wellness programs, only 35% of the respondents reported that their companies offer such programs. We had already talked about this when we included it in the 7 Great Perks To Include in a Competitive Remote Employee Benefits Package guide and it’s still true.

Employees enrolled in wellness programs are more satisfied at work, and this leads to more engagement and more happiness. Who doesn’t want to have engaged and happy employees?

👉 Your takeaway: if you want to stand out to remote job seekers, investing in employee wellness should be a priority. If your company already does offer wellness benefits, add it to your WWR Company Profile! Only 28% of Company Profiles at WWR mention ‘Health Benefits’ or ‘Health and Wellness Stipend’ in their benefits section.

3. Competitive Compensation and Benefits Remain Crucial

59% of the remote workers we surveyed said they want a better salary and 52% hoped for better benefit packages. In our survey, we asked people to share their salaries and when we looked into the differences in wants that possibly existed between salary ranges when it comes to better salaries or benefit packages, the trends repeated.

While many companies don’t have the means to do either, we discovered other strategies that can help you better support your employees, like covering WFH expenses.

Considering that most WFH professionals pay extra to have a dedicated workspace, the fastest internet speeds possible, a coworking membership, etc., to produce their best work, your company can look into covering some of those costs.

👉 Your takeaway: talk with your employees, how could you be better supporting them when it comes to money issues?

4. Career Development Opportunities Drive Employee Retention

We asked remote workers what their priorities at work and in life are. This is what they said:

In the report, we discuss the shift of priorities from remote workers. As you can see, work is no longer a priority! Get the report to read all about this shift.

But what’s also interesting is that self-development, learning, and improving skills are top priorities for remote workers. And yet, only 3 in every 10 remote workers get a learning and development stipend. Plus, only 2 out of every 10 Company Profiles at We Work Remotely mention this benefit in their profiles.

There’s a huge area of opportunity for companies and workers here because upskilling and reskilling benefit both the workers and the companies they work for.

👉 Your takeaway: make career development a key part of your company culture. Not only will you retain talent, but you’ll also attract the best one!

5. Managers Are Key in The Future of (Remote) Work

As the old adage goes, ‘people don’t quit bad jobs, they quit bad managers.’ The saying translates to the remote world and sometimes it’s even more obvious sometimes. Managers have specific challenges when it comes to managing remote teams, and remote workers told us exactly which characteristics of their managers affect their day-to-day.

Managers are key in the future of (remote) work, it’ll be up to them to keep employees engaged and energized to do their best work, and, ultimately, achieve their personal, and professional goals, while also achieving company goals. It’s up to managers to boost morale, reinforce desired behaviors, and inspire their teams. It’s up to managers to keep supporting the well-being of employees and retain top talent.

We know it sounds like a lot but we trust the work is already being done and we envision a future of (remote) work where the promise of flexibility and career growth is pushed by them.

Want to get all the insights? Download the Remote Leader Playbook, 2024.

Is Your Company Ready for the Future of Work?

In the last decade, we saw remote work explode, reshaping workforces and transforming from a niche perk to a must-have job requirement. We learned the power of asynchronous communication, that flexibility fuels productivity, and trust builds stronger teams.

The answer to our final survey question says it all. When we asked remote professionals why they would return to the office, over 61% said they wouldn’t!

So now as we eagerly look ahead to the next 10 years, let’s remember: technology will continue to evolve, but employees and managers drive remote work success.

The future of work is not a place, but a promise of greater flexibility, opportunity, and work-life balance. It’s time to prioritize well-being, create healthier remote work environments, and start investing in your team, especially your managers. Accomplish those goals, and you’ll attract and retain the top talent you need to skyrocket your brand to the highest level.

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