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By Suzanne Blake
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While many companies have transitioned back to fully in-person workforces, the lingering effects of remote work have led many employees to demand work-from-home flexibility, even more so than higher pay.
According to a new report from Cisco, 63 percent of employees stated that they would accept a pay cut to work remotely more frequently.
Why It Matters
Remote work surged in popularity since the coronavirus pandemic. While it was first seen as a necessity to curb the spread of the virus, it now has a strong hold on the larger workforce as employees demand increased flexibility.
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Nearly all, or 95 percent, of working professionals want some type of remote work, and 63 percent said remote work is the most important aspect of their job, even more important than salary, according to a recent FlexJobs report.
What To Know
While the majority, 72 percent, of organizations in Cisco's survey reported having return-to-office (RTO) mandates, employees are increasingly pushing for more remote work and increased flexibility.
The sentiment toward employers enforcing RTO mandates is largely negative, with 77 percent of employees saying the mandates stem from a lack of trust in remote productivity. And 81 percent of employers agreed with this statement as well.
"Employees are demanding flexibility not as a perk, but as a baseline," HR consultant Bryan Driscoll told Newsweek. "And companies that refuse to evolve will lose talent. Culture isn't a ping pong table and beer on tap. If that's what a company is providing, HR isn't listening. Employees want balance, trust, and some control back. You hired them to do a job, now trust them to do it."
Remote work quickly became a transformative force in the American workplace during the COVID-19 pandemic. With offices shuttered nationwide, employers rapidly shifted to let employees work from home, sparking a reassessment of where, how and why work gets done
The arrangement offered newfound flexibility and eliminated daily commutes, fundamentally altering job expectations for millions.
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Post-pandemic, the popularity of remote work remained high, particularly among younger generations and entry-level workers.
National surveys have shown that Gen Z employees, many of whom entered the workforce during remote-only periods, strongly value autonomy and work-life balance.
The impact of working from home has extended beyond productivity. A third of Gen Z respondents in an EduBirdie poll indicated remote work even influences aspects of personal and social life, with 31 percent saying they feared a return to the office would negatively affect their sex lives.
"Companies will have to adjust especially if they want to attract and keep top talent," Kevin Thompson, the CEO of 9i Capital Group and the host of the 9innings podcast, told Newsweek. "Some industries may require in-office work due to confidentiality or client sensitivity, but if even one competitor offers remote flexibility, others will have to respond. You can't afford to lose great people over something as trivial as where they work."
Workers admit that there are many pros to working in the office, with 86 percent of Cisco's employee respondents stating that it's crucial for career advancement. Even still, 78 percent of high performers reported considering leaving due to RTO mandates.
Organizations have begun reversing remote-friendly policies. State governments likewise have ordered employees back to in-person work, citing benefits such as collaboration and innovation.
Major companies, such as Amazon, Disney, and JPMorgan, have issued similar mandates. Nevertheless, many workers report higher job satisfaction and performance while working remotely.
What People Are Saying
Fran Katsoudas, Cisco's EVP and chief people, policy, and purpose officer, in a statement: "We have to remember, flexibility doesn't mean that everyone is working remotely all the time. It means that there's an ability to take into consideration the needs of every individual. And one of the big ah-hah's from the study is that flexibility makes top performers perform better."
Drew Powers, the founder of Illinois-based Powers Financial Group, told Newsweek: "It's one thing to indicate on a poll that you would accept a pay cut, it's quite another to follow through. It does signify how much we value the flexible work model. Pre-pandemic, a flexible work schedule was the holy grail of office jobs."
HR consultant Bryan Driscoll told Newsweek: "we've seen data like this for years and it's been consistent. For workers, it's not just about convenience, though that's part of it. It's an indictment of traditional workplace culture. People are so overworked, over-surveilled, and under-trusted that they're willing to give up money for a shred of autonomy."
Kevin Thompson, the CEO of 9i Capital Group and the host of the 9innings podcast, told Newsweek: "Remote work offers flexibility, and for many it's a net financial benefit. You're no longer sitting in traffic, racking up miles on your car, paying tolls, or buying lunch every day. These savings can be significant over time, not to mention the mental breathing room provided."
Alex Beene, a financial literacy instructor for the University of Tennessee at Martin, told Newsweek: "Some may look at this statistic as proof that remote work is easier than an in-person job, it's important to take into account the cost savings of working from home when compared to going into the office. Remote work equates to days not having to spend time or money caught in traffic...Undoubtedly, there's less stress when having to go into the office for some, but the financial benefits could also play a role in why some would consider taking less pay to enjoy the feature."
What Happens Next
While some companies will inevitably adjust their remote work policies to remain competitive and attract top talent, employees may need to consider the broader implications of demanding remote work above all else.
"There is a trade-off every employee should consider, however," Powers said. "If your office job can be done from your home, could it also be done by a remote worker in another country? In other words, by not returning to the office, are you signaling that your position could be outsourced? It is a real consideration every employee will have to account for going forward."
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