Many employees like remote work because of the convenience, increased flexibility and informal dress.
Other businesses may require only occasional face-to-face time, perhaps meeting in a centralized location once each quarter.Įither way, research does show many companies fail in their implementation of a virtual workforce. Some workers might be in the office a couple days a week or every other day. The definition of “hybrid” varies in other organizations. As just one example, Dropbox, the file hosting service, made a permanent shift during the pandemic, allowing employees to work from home and hold team meetings in the office. One survey from April 2021 shows 99% of human resources leaders expect employees to work in some kind of hybrid arrangement moving forward. One thing stands out: Hybrid work arrangements – that is, employees who do some tasks in the office and others virtually – is clearly going to be a big part of the picture. As an associate professor of information systems, I’m interested in what we can expect as we eagerly anticipate a post-pandemic future. Since that time, we have learned much more about virtual collaboration. That included the difficulties of child care, work-home separation and employee growth opportunities. As early as 1987, groundbreaking research identified some of the challenges facing women working from home using technology. That shift was made possible by decades of research into, and then development of, technologies that support remote work, but not everyone uses these technologies with the same ease. By April 2020, about half of companies reported that more than 80% of their employees worked from home because of COVID-19. The global crisis accelerated the adoption of these work tools and practices in an unprecedented way. workforce increasingly relied on remote collaboration technologies like videoconferencing and Slack.
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