Remote Work & Flexibility Leads HR Strategy In 2024 

Remote work will play a large part in HR’s strategy in 2024 and beyond. Current data shows that workers like working from home. And more companies are expanding their workforce schedules to include remote work in different forms. The new teleworking phenomenon presents an opportunity for HR professionals to supply workers with desirable job benefits. At the same time HR can leverage flexible work schedules to achieve other HR related goals. 

35% of remote workers do so totally.

41% of remote workers work a hybrid schedule.

34% of hybrid workers who mostly work from home would prefer a total remote schedule 

22% of employees will work remotely by 2025.

71% of remote workers say the work/life balance that their work schedule provides is the most valuable.

51% of employees cite work-life balance as a top HR benefit.

Address Employee’s Remote Work Concerns

HR’s agenda for 2024 includes addressing the concerns that telework presents to employees. 

• Connection— 41% of workers who rarely or never work from home attribute their presence at work to a feeling of belonging and connection to their teams. HR can ensure teleworkers stay connected by providing ample communication and intentionally soliciting remote workers’ input on company-wide initiatives such as give-back strategies, mentorship programs, and changes the company is considering. They should include remote workers in company off-sites and team-building initiatives to ensure they feel leaders want an authentic connection with every team member. 
  
• Equal opportunity— 19% of teleworkers say working remotely hurts their chances of moving up. HR professionals can look for ways to increase remote workers’ accessibility to networking and mentorship opportunities. They can pursue their remote workforce to raise their participation in mentorship programs and employee development that can prepare them to take the next steps in advancing their careers. HR teams can build inclusive advancement systems into their succession framework, understanding that remote workers can lack visibility if they’re not intentionally involved. 

• Autonomy— 36% of hybrid workers and 19% of totally remote workers feel their managers don’t trust that they’re getting their work done from home. HR can support growth in managers’ trust by providing more data about the benefits of remote work in terms of team health, productivity, and engagement. HR can educate leaders on the reasons why remote work makes good business sense and encourage managers to buy in. 

Achieve More HR Goals Through Remote Work 

Increasing workers’ access to telework opportunities can help HR professionals address other employee impact and performance KPIs. 

• Improve employees’ health and well-being.— MIT research finds hybrid work schedules increase employees’ health and well-being which can raise their productivity and improve company culture. The American Journal of Public Health published a study that finds that increasing workplace flexibility may lower certain employees’ risk of cardiovascular disease, Workplaces will reduce conflict between employees’ work and their personal/family lives.

• Reduce employees’ costs.— Remote work options can help employees stretch their take-home pay. The flexibility remote models provide allows employees to reduce the expenses they accrue from outsourcing tasks they can’t get done during the day from their business establishment. Services such as after-school child care, transportation for family members, tutoring, or healthcare assistance can all be reduced if employees can accomplish these things by working some type of remote work schedule. 

Reach More DEI Goals

Remote work can have a more significant impact on women and minorities, who are often underrepresented in science, technology, engineering, and math (STEM) and leadership roles. 

Flexible work schedules can attract more women and members of marginalized groups. Statistically, women shoulder much of the child-rearing responsibilities in a family and lead nearly 80% of all single-parent families. Single women are raising 69% of black children in the U.S. When more jobs and jobs in higher levels of management offer flexible schedule options, more women can pursue advanced careers with higher pay. 

Remote work casts a broader net, helping to reach diverse workers who live in areas with lower living costs and where diverse talent pools congregate. Companies are no longer limited to the local population, which may be limited to various diverse people groups. 

Extend Flexibility To On-site Workers

While the number of jobs that can be done remotely is increasing, many jobs, such as assembly and fabrication jobs and customer-facing service jobs, can’t happen through a remote interface. Workers without 4-year college degrees and lower-income workers are more likely to have on-site jobs. HR professionals can introduce creative ways to increase the flexibility on-site jobs offer. They can introduce hourly schedules that accommodate workers’ needs. 

By shifting work schedules to include an off weekday or consolidating a 40-hour week into four days, workers can complete on-site job responsibilities and also better manage their personal responsibilities. 

By offering TaskHuman’s remote coaching benefit, workers can take time while on-site at their place of business to focus on their personal development and aspirations. Workers can meet through the mobile platform with coaches who provide expertise on many subjects ranging from personal finance to parenting, health and wellness, and hobbies. Expecting parents can reach their birthing coach during a break at work instead of their weekend. Employees seeking health and wellness support can attend yoga, meditation, and fitness sessions in the courtyard of their business. 

HR Leads The Charge To Figure Out Remote, Hybrid, And In-person Work

HR professionals can use remote work to help their organizations improve productivity, employee wellbeing and company culture. By designing workforce models from the ground up, they can help companies build fully customized personnel plans that meet their specific needs and objectives.