Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
Discover why you need to offer remote work options if you want to attract the top talent in 2023
.png)
The Covid pandemic proved the majority of knowledge workers can work from home without any problems.
But is remote work here to stay, or will 2023 spell the start of “the great return”?
Read on for a prediction of this year’s big remote work trends – and four simple tips for retaining your remote workers.
All the latest data suggests remote work is here to stay.
In fact, It’s expected that 25% of workers will be working remotely by the end of 2023.
That’s reflecting in the fact 9.8% of job searches made on Indeed in September 2022 mentioned remote work. That’s a steep rise from the 1.7% of searches mentioning it in September 2019.
Plus, the number of Google searches for ‘remote jobs’ has unsurprisingly been on the rise since the Covid pandemic. That reached it’s all-time peak in January 2023, suggesting people are more open than ever to remote work:
Of course, remote work trends aren’t happening in a vacuum.
Here’s how the early data suggests the overall US job market is going to shape up in 2023 – and how you can expect that to impact your organization.
Economists have put the chances of a recession at 61%. So, according to the exports, it’s more likely than not that we’ll be seeing some big changes to the job market. How that will shake up the role of remote working is yet to be seen.
The unemployment rate is predicted to jump from 3.7% to 4.6%, while the wages of Indeed job listings grew 3.3% less year-over-year in December 2022 than in March 2022. A slowing job market suggests workers will be a bit slower to pull the trigger on leaving their job than they were in 2022.
Despite a looming recession, rising unemployment, and stagnating wages, the “Great Resignation” is showing no sign of slowing down. In fact:
So while voluntary turnover might slow down this year – especially if we’re plunged into a recession – you shouldn’t expect it to return to pre-Covid levels.
Try Assembly to get all the tools you need to track your employee turnover rate – and launch a strategy to improve it.
No matter what happens to the job market this year, one thing is for sure: companies that offer remote working options will increase employee retention.
Don’t believe us?
Did you know:
The writing is on the wall: embrace telework or prepare to lose your top talent to companies that have.
Introducing a remote work policy isn’t an instant cure for a high turnover. If you’re not thoughtful and deliberate about creating a remote company culture then it could actually backfire.
Stick to these tips to retain your remote workers and keep them engaged and productive:
If you’re not careful, your remote employees can feel like they have less of a voice than their teammates who work from the office.
But just because a teammate works from home doesn’t mean they’re any less interested in having their say on how your company operates. Keeping them at arm’s length from those discussions is bound to alienate them and might leave them looking for another job.
It’s therefore crucial that organizations with a hybrid workforce run regular employee pulse surveys , check in with their people during one-to-ones. and provide an opportunity for the anonymous feedback.
If they don’t have these channels to express themselves through, it can be easy for your remote employees to feel like they don’t have a voice. And this can have a huge impact on how long they stay employees.
Book a demo of Assembly today to get access to all the tools you need to empower your remote employees with a voice in one place.
Engaged employees are a lot more likely to stick around than unengaged ones. In fact, over a third of disengaged employees are actively applying to new jobs compared to just 5% of engaged ones.
However, it’s much harder to get a feel for how engaged your team is in their work when they’re working from home. It’s therefore even more important for remote team leaders to make it a habit of having open and honest conversations with their reports about how they’re feeling. The best way to do this? Asking the right questions during one-to-ones.
One thing you need to be particularly mindful of is making sure your remote employees don’t feel like they always need to be available.
When your people are working from their dining room, the divide between their home and work life becomes a lot more blurred. This can easily lead to remote employees working longer and checking email more often. In fact, remote employees work 10% longer than their office counterparts, or about four hours more each week.
Which sounds like a pretty good deal on the face of it… until you consider that 69% of remote employees have experienced burnout while working from home.
To prevent your remote teammates from burning themselves out, make it clear to them that they should mute notifications and stop checking their email once their workday is done. Fail to do so and your retention rates could seriously suffer – not to mention your engagement levels.
Try Assembly to get the tools you need to easily track and improve burnout levels across your business.
Presenteeism – when an employee continues to work when they’re unwell – is a rife with remote workers. In fact, a massive 70% of remote employees worked while they were ill during the pandemic.
And you can understand why: when they’re working remotely, your teammates might think it’s harder to “prove” they’re ill, so end up working through it.
That might sound great for business at first glance. But an ill employee is almost certainly not getting much quality work done. In fact, the latest American Productivity Audit calculated presenteeism costs the US economy $225 billion every year.
Productivity across your business will get a boost – and burnout levels are bound to fall – if you encourage your people to take time off to recover rather than forcing themselves to work while they’re sick. Of course, like all aspects of your company culture, this is only going to stick if you lead by example and take time off when you need it, too.
While you’re going to need to offer remote work options if you want to attract the top talent in 2023, it’s not a silver bullet. Stick to the tips we’ve laid out here to solve the employee retention challenge in the age of remote working.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
