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Does Your Work from Home Policy Hinder or Help Recruitment?

October 26, 2017 Blog Post

Companies with remote job opportunities benefit from reduced office-space costs, decreased absenteeism, and increased productivity.

It’s almost hard to fathom any company doing business today without a clear telecommuting policy, but they’re out there. While companies with strong telecommuting options benefit from reduced office-space costs, decreased absenteeism and increased productivity, they’re also home to content, loyal employees. 

“Happier employees are usually better employees, and telecommuting definitely increases employee job satisfaction and, thus, loyalty,” Melanie Pinola wrote on Lifewire. “Telework programs also help companies retain employees with common circumstances such as needing to care for sick family members, starting a new family, or needing to relocate for personal reasons.” 

In addition, Pinola wrote that telecommuting policies help attract top talent, especially in skilled employees that are high in demand. 

Still, some companies are opting to reduce their remote and work from home positions. “The Bank of New York Mellon Corp. was the latest organization to make headlines when it told staff in November that it might reduce their ability to work from home. After the bank's employees expressed outrage, however, the company hit pause on its plan,” writes Dana Wilke in SHRMThis downward trend could work against companies requiring employees to work from the office when it comes to attracting top talent in the executive, managerial and professional labor market suggests MRINetwork’s Recruiter Sentiment StudyThe study states that more than half of the candidates state having a work from home option is somewhat to extremely important as they consider a new job.  

According to Employee Benefit News writer Bruce Shutan“the bloom may be off the rose on how some blue chip companies now perceive telecommuting, but new research points to collateral damage at firms that adopt this approach in a candidate-driven market.” In his article, Shutan spoke with Nancy Halverson, general manager for executive search firm MRINetwork. Halverson called attempts to get everyone “back in the same building” to engage and motivate remote workers a “cop-out,” blaming weak management, structure and training for any real or perceived weakening of company culture. Halverson noted that telecommuting can “raise a workforce’s energy level and efficiency, as well as reduce office gossip.” 

In a recent study by Switzerland-based serviced office provider IWGthe changing demands and expectations of the workforce are reflected in the move to flexible work arrangements. Of those surveyed, 80% agree that flexible work options help them retain top talent, and 64% are now offering this to help them recruit. More than half agreed that offering flexible work opportunities improves overall job satisfaction. 

So how do you stay connected with those not located in the office? Engage with your remote employees with tools that foster social engagement and peer-to-peer recognition that encourage collaboration. Find out how Paylocity can help you today. 


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