From Trendy to the “New Norm” — Remote Work is Here is Stay

Telecommuting, virtual teams, remote roundtables…… what does all this mean and what does it mean for your organization?  Exploring remote work can be daunting and the data around this topic is overwhelming. Here are a few things that we’d like to share from our own research.

Summary of Telecommuting Trends:

  • Regular work-at-home, among the non-self-employed population, has grown by 173% since 2005, 11% faster than the rest of the workforce and nearly 47x faster than the self-employed population.
  • 4.7 million employees (3.4% of the workforce) now work from home at least half the time.

From 2005 to 2018:

  • The employee population (not including work-at-home or the self-employed) grew by 15.3%
  • The self-employed population as a whole grew by only 3.7%, but growth within this group varied greatly. The large majority of the self-employed operate unincorporated businesses (63%). This segment hardly grew at all (.8%). The incorporated portion of the self-employed population grew by 48.2% for home-based businesses, and 11.8% for non-home-based businesses.
  • Forty percent more U.S. employers offered flexible workplace options than they did five years ago. Still, only 7% make it available to most of their employees.
  • Larger companies are most likely to offer telecommuting options to most of their employees.
  • New England and Mid-Atlantic region employers are the most likely to offer telecommuting options.
  • Full-time employees are four times more likely to have work-at-home options than part-time workers.
  • Non-union workers are twice as likely to have access to telecommuting, but union access is growing rapidly.


For more information or to read the entire article please click here GlobalWorkplaceAnalytics.com.


If your considering this option for your organization, you’ll want to set clear expectations such as:

  • Internet Connection Suitable and Reliable– sounds silly right?   However, some rural areas throughout the country are a little behind metropolitan and big city life.  
  • No Public WIFI – will you allow public wifi connection? 
  • Data Protection Requirement/Policy – will you provide equipment such as laptops or tablets or will employees use their own equipment?   If employees are allowed to use their own equipment what protection will be in place to secure and protect the company and its employees.
  • Anti-Virus Software – Employers should ensure that employees personal equipment has adequate virus protection.
  • Collaborative Working Options and Document Storage  — DropBox, SharePoint, Skype, Zoom, Webex, GoToMeetings…. (Promote Face to Face interaction)
  • Phone Service — Direct Lines transferred to Cell Phone, use of cell phones, or land lines – Is the company or employee paying for phone service.
  • Monitor Progress and Productivity — It’s good practice to monitor progress on projects by remote workers so you can foresee any issues that need extra support or to just check on the status of your remote staff.

Are you ready to embrace the remoters, telecommuters, virtual circles?   For more information check out this article https://www.hrtechnologist.com/articles/mobile-workforce/future-of-remote-work-tips-for-hr/

Article by Teresa Carper and Jacki Rieder of HRU Technical Resources

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