Are Remote Workers and Their Organizations Drifting Apart?
Read time: 2 min
Big Idea
U.S. employee engagement rose to 34% in 2023; however, remote workers feel increasingly disconnected from their organization's mission. On-site employees are improving; but in order to maintain engagement, remote work requires managers to have more meaningful interactions.
Top Thoughts
U.S. employee engagement increased from 32% in 2022 to 34% in 2023, but the connection of remote workers to their organization's mission and purpose has reached a record low, causing concerns for long-term remote or hybrid work models.
Reported gains in basic engagement elements like knowing what is expected at work, having the materials to do their work correctly, and having the opportunity to excel were reported by on-site workers and not remote or hybrid employees.
The ratio of engaged to actively disengaged workers improved to 2.1-to-1 in 2023 from 1.8-to-1 in 2022, indicating a better but still challenging work environment.
Remote work could lead to psychological separation from the company, particularly in roles that require collaboration and responsiveness.
Managers who engage in at least one meaningful conversation per week with their employees can increase engagement levels and maintain high-performance relationships in the organization.
Engagement is linked to profitability, productivity, customer service, retention, safety, and overall well-being. Lack of engagement isn't just a “soft” metric but impacts the bottom line.
Remote work must be evaluated based on how well it serves the organization's ultimate purpose and how well individual performance, team collaboration, and customer value are maintained.
Quick Quotes
"The most worrying finding in the latest survey...is that employees who can do their work remotely have an eroding connection to the mission or purpose of the organization."
"But even as employees are more equipped to do their work, the relationship between employee and employer is less bound together by a common mission and purpose."
"The manager must now hold one meaningful conversation per week with each employee -- 15 to 30 minutes at a minimum… We find this single habit of one meaningful conversation per week develops high-performance relationships more than any other single leadership activity."
"This does not mean that remote work cannot work -- but it requires exceptional managers.”
Actionable Advice
Hold weekly meaningful conversations - Managers should have at least one conversation per week with each employee, lasting 15 to 30 minutes to build high-performance relationships and maintain employee engagement.
Evaluate remote work compatibility for roles and individuals - Certain roles and individuals should not exclusively work remotely, especially those requiring ongoing collaboration and immediate responses. Carefully assess whether remote work aligns with the organization’s ultimate purpose and job demands, as well as team collaboration and customer value.
Address basic engagement elements - Improvements in employee engagement have mainly occurred in foundational areas like clear expectations and access to materials. Leaders should ensure that these basic needs are met across all work models, on-site, remote, and hybrid.
Source
Harter, J. (2023, Aug 24). Are Remote Workers and Their Organizations Drifting Apart? [Web article]. Gallup. (Link)
