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The Impacts of REMOTE WORK on Employee Engagement, Productivity, and Well-being

Organizational Behaviour Professor: Group 6

start

Our Team

Abhay Pratap Singh

Mirasol Senon

Farhan Faheem

HANHMAI

Tanya

CONTENTS

Introduction

Discussion

Impacts on Engagement

Impacts on Productivity

Impacts on Well-being

Conclusion

INTRODUCTION

Definition

The Importance of Remote Work's Impacts

Trend and Developments

INTRODUCTION

Definition of REMOTE WORK

• 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.

INTRODUCTION

Trends and Developments

itiated in 1970s became popular in 2019

70%

of American full-time workers working from home in 2020

30%

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

INTRODUCTION

Trends and Developments

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

32,600,000

Americans will be engaged in WFH by 2025.

INTRODUCTION

FACTS

Computer and IT

Industry

Job

Accountant

24% of females, 21% of males (Canada)

Gender

Globally: 24-35 Canada: 25-56

Age

INTRODUCTION

Why Learning about the Impacts of Remote Work

Remote Work is here to stay!

• 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.

DISCUSSION

The Impact of Remote Work on

Employee Productivity

Employee Well-being

Employee Engagement

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.

Impacts on Employee Engagement

Employees are engaged at work

Remote workers: 30%

Hybrid workers: 24%

On-site workers: 21%

Impacts on Employee Engagement

Virtual Meetings

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

Impacts on Employee Engagement

Job Autonomy

• 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.

Impacts on Employee Engagement

Negative Impacts

Employees become disengaged and unconnected with organizations

01

Remote workers do not have enough face time with their team

02

Impacts on Employee Engagement

Negative Impacts

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

03

Employee loyalty declines Intent to leave goes up

04

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

DISCUSSION

The Impact of Remote Work on

Employee Productivity

Employee Well-being

Employee Engagement

Impacts on Employee Productivity

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

Impacts on Employee Productivity

Remote workers have higher producitivy

• 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

Why Productiviy is higher?

• 40% of remote workers spend more hours working
• no daily commutes, customized workplace

Longer hours More jobs get done

• Can choose their own schedule and location

Better job autonomy

Better work-life balance

• More time for families

Less interruptions

• Better concentration

DISCUSSION

The Impact of Remote Work on

Employee Productivity

Employee Well-being

Employee Engagement

Impacts on Employee Well-being

Physical Health

WFH Canadian employees: sitting time decreased by 1.5%

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.

Impacts on Employee Well-being

Positive Impacts on Mental Health

Less time on driving and commuting Less stress Extra time for sleep

Able to prioritize self-care More exercises, relaxation, healthier meals

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

Impacts on Employee Well-being

Negative 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

CONCLUSION

Conclusion - Recommendations

Engagement

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

Productivity

Well-being

• Provide comfort
• Provide flexibility
• Work and schedule visibility

• Set boundary
• Well-being check-ups
• Employee-centric culture

Conclusion

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

Thank you!

Group 6

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