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Organizational BehaviourProfessor: Wayne Greer, MBA, BBAMGMT-5604-12Group 6

The Impacts ofREMOTE WORKon EmployeeEngagement, Productivity, andWell-being

Source: Goremotely.net; Statistics Canada

of Canadian employees aged 15 to 69 worked most of their hours from home(2021)

32%

employees are happier when they work from home(as of 2022)

90%

employees report being more productive working from home(in 2022)

84%

organizations have demanded their employees work remotely

88%

Just some facts!

start

Organizational BehaviourProfessor: Wayne Greer, MBA, BBAMGMT-5604-12Group 6

The Impacts ofREMOTE WORKon EmployeeEngagement,Productivity, andWell-being

Tanya

Mirasol Senon

HANHMAI

Farhan Faheem

Our Team

Abhay Pratap Singh

Conclusion

Impacts on Well-being

Impacts on Productivity

Impacts on Engagement

Discussion

Introduction

CONTENTS

The Importance of Remote Work's Impacts

Trend and Developments

Definition

INTRODUCTION

INTRODUCTION

  • a special work arrangement between organizations and employees, in which employees can work flexibly in different locations
  • freedom of workers to choose their own work location and flexible working hours
  • Internet access, communication technologies, cloud storage, etc.

Definition ofREMOTE WORK

Source: Owl Labs and Statistics Canada

INTRODUCTION

30%

of Canadian workforce worked remotely from 04/2020 to 06/2021

of American full-time workers working from home in 2020

70%

Trends and Developments

initiated in 1970sbecame popular in 2019

Source: Labour Force Survey supplements and Census of Population.

INTRODUCTION

Americans will be engaged in WFH by 2025.

32,600,000

Share of workers usually working from home in Canada from 2016 to 2023

Trends and Developments

Source: Forbes.com, 2022

INTRODUCTION

Globally: 24-35Canada: 25-56

24% of females, 22% of males (Canada)

Accountant

Age

Gender

Job

Computer and IT

Industry

FACTS

Remote Work is here to stay!

INTRODUCTION

Why Learning about the Impacts of Remote Work

  • Organizations can understand the challenges their employees face and solve these problems.
  • Organizations can utilize remote work effectively to boost employee satisfaction and collaboration, which will lead to long-term employee retention and better performance.
  • Businesses know how to make wise management and operation decisions, building to their own success.

The Impact of Remote Work on

EmployeeWell-being

EmployeeProductivity

EmployeeEngagement

DISCUSSION

Impacts on Employee Engagement

Employee engagement is the degree of physical, cognitive, and emotional involvement of employees in their workplace. Remote work has both positive and negative effects on employee engagement.

Source: Harvard Business Review

On-site workers: 21%

Hybrid workers: 24%

Remote workers: 30%

Impacts on Employee Engagement

Employees are engaged at work

Impacts on Employee Engagement

  • Colleagues can connect more
  • On a deeper level than in person
  • Not limited by the size of physical rooms, geography, or employee titles

Virtual Meetings

Impacts on Employee Engagement

  • Remote workers can choose the conversations, the time, and the methods they prefer
  • Avoid unproductive meetings or unbeneficial discussions.
  • Invest and engage more with their colleagues and their work.

Job Autonomy

Remote workers do not have enough face time with their team

02

Employees become disengaged and unconnected with organizations

01

Negative Impacts

Impacts on Employee Engagement

  • 50% of all time WFH employees seek for new jobs

Employee loyalty declinesIntent to leave goes up

04

Management may assume employees are not interested in long-term future

03

Negative Impacts

Impacts on Employee Engagement

The Impact of Remote Work on

EmployeeWell-being

EmployeeProductivity

EmployeeEngagement

DISCUSSION

Impacts on Employee Productivity

Employee productivity reflects the contribution of employees to an organization’s overall production, hence indicating its business performance and efficiency.

Source: National Bureau of Economic Search, 2021
  • 40% claimed to be more efficient while WFH
  • 1/5 reported an increase in efficiency of at least 15%
  • Experiment: WFH call center workers had 13% boost in calls
  • However, there are exceptions such as elite chess players

Impacts on Employee Productivity

Remote workers have higher producitivy

  • More time for families
  • Can choose their own schedule and location
  • 40% of remote workers spend more hours working
  • no daily commutes, customized workplace

Lessinterruptions

Better work-lifebalance

Impacts on Employee Productivity

  • Better concentration

Better job autonomy

Longer hoursMore jobs get done

Why Productiviy is higher?

The Impact of Remote Work on

EmployeeWell-being

EmployeeProductivity

EmployeeEngagement

DISCUSSION

Source: Somasundram et. al (2022); Fukushima et. al (2021)

However:

  • Telecommuting workers: less physical activity and longer sedentary time
  • The excess screentime: Remote employees spend working on screens 2 hours more than office workers
  • Over 2/3 of remote workers experienced symptoms of eyesight problems.

WFH Canadian employees: sitting time decreased by 1.5%

Impacts on Employee Well-being

Physical Health

Impacts on Employee Well-being

Feel calmer, happier with family, and safer when at home

Able to prioritize self-careMore exercises, relaxation, healthier meals

Less time on driving and commutingLess stressExtra time for sleep

Positive Impacts on Mental Health

  • Work Intensification can cause stress, anxiety, and depression
  • Online Presenteeism (employees are under the pressure to always be available online and to instantly respond to work) can cause job insecurity, stress and anxiety, reduce performance and work enthusiasm.
  • Other issues such as loneliness, feelings of isolation due to the lack of face-time, being unable to switch off from work

Impacts on Employee Well-being

Negative Impacts on Mental Health

CONCLUSION

  • Set boundary
  • Well-being check-ups
  • Employee-centric culture
  • Provide comfort
  • Provide flexibility
  • Work and schedule visibility

Engagement

  • Communication
  • Rules of engagement
  • Regular checks
  • More social interaction

Well-being

Productivity

Conclusion - Recommendations

Employee Engagement:

  • Positive impact with virtual interactions fostering deeper connections.
  • Challenges: potential loss of interest in organizational missions.
  • Mitigation through connection-building, rule-setting, and social interactions.

Conclusion

Employee Productivity:

  • Remote work boosts productivity with longer hours and improved efficiency.
  • Actions: effective communication tools, flexible work options, and clear work schedules

Conclusion

Employee Well-being:

  • Positive effects on well-being: reduced stress, improved work-life balance.
  • Challenges: work intensification, online presenteeism, potential sedentary behavior.
  • Solutions: set boundaries, regular check-ups, and cultivate an employee-centric culture

Conclusion

Group 6

Thank you!

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