Reserved more often for executives since the end of the Covid pandemic, telecommuting has become more desirable, allowing employees who benefit from it to improve their working conditions and health, according to two studies published Tuesday.
Before the health crisis, remote work affected only fewer than one in ten employees, most often no more than one day a week, according to responses from several tens of thousands of employees to three surveys on working conditions and experience work, which served as the basis for the analysis of Dares, the research department of the Ministry of Labor.
During the 2021 pandemic, nearly a third of employees were affected, mostly three days a week or more. In 2023 they will be only 26%, four fifths for one or two days, or occasionally. Between 2021 and 2023, the share of managers among teleworkers increased from 45% to 61%, while that of intermediate professions lost ten points, from 36% to 26%. It is 12% among office workers and only 1% among workers.
“A gap between desires and practice”
Around 2.2 million employees in telework positions do not telework but wish to do so, according to the study, which specifies that this pool “is concentrated in professions where the practice of telework is often well established”, such as secretaries, accountants or office workers. banks and insurance companies. In total, a third (34%) of employees want to work remotely, most between two and four days a week, while only 8% want to do so full time.
“there is a gap between desires and practices, which already existed in 2021, but it was rather people who wanted (…) to reduce the amount of teleworking, now they want to do more,” he underlined during a presentation to the press Louis- Alexandre Erb, one of the authors of the study. “Teleworkers have more autonomy and work less intensely when they are remote rather than on site,” a second Dares study also finds, based on the responses of more than 38,000 people to a survey.
The main place of teleworking is 98% the home, and only in 2% of cases a specific space, for example coworking, and 45% of teleworkers have a room dedicated to teleworking at home. Compared to collective working, remote working reduces activity interruptions and felt pressure, the most often cited disadvantages being the absence of discussions or support from colleagues, or even the lack of adequate resources made available.
There is no better sharing of household chores
From a health point of view, the situation has changed radically in just a few years. “Among teleworkers there was a higher percentage of employees with health problems, disabilities or at high risk of depression,” the study recalls. But in 2023, “teleworkers are generally in better health than other employees who do not telework, even if they believe their duties allow them to do so.”
However, women who work remotely have a greater tendency than others to practice presenteeism, that is, not to stop when they are sick, even if among men there is no notable difference depending on whether they telework or not. According to employee statements, working from home allows “a better balance between professional and private life within teleworking couples, especially for men” who dedicate most of the time saved in transportation “to free time and care of the family of children, while women reserve it”. more for domestic work”.
As a result, “even when teleworking is practiced, housework is not better distributed between women and men, except among couples with young children.” It could therefore promote a reduction in inequalities, but only “temporarily”.
Title: The Future of Telecommuting: Bridging the Gap Between Desire and Practice
Interviewer (Time.news Editor): Welcome, everyone, to another insightful edition of our Time.news interview series. Today, we have the pleasure of speaking with Louis- Alexandre Erb, an expert in workplace dynamics and one of the authors of the recent studies that delve deep into telecommuting trends post-Covid. Louis-Alexandre, thank you for joining us!
Louis-Alexandre Erb: Thank you for having me! It’s great to be here.
Interviewer: Telecommuting seems to have changed drastically since the pandemic. Before Covid, remote work was limited to about 10% of employees, often just once a week. How did the pandemic reshape these dynamics?
Louis-Alexandre Erb: Absolutely. The pandemic was a significant turning point. By 2021, nearly a third of employees were working remotely, many for three days or more each week. It’s interesting to see how rapidly organizations adapted to remote work during that time. However, as we move into 2023, we see a decline to 26% of employees telecommuting regularly. This evolution raises questions about future work models.
Interviewer: Indeed. Your studies show a notable shift where managerial positions now make up a majority of teleworkers. Could you elaborate on that trend and its implications?
Louis-Alexandre Erb: Of course! The shift from 45% to 61% of teleworkers being managers reflects a troubling distinction in access to remote work. Intermediate professions have seen a decrease from 36% to 26%, while other fields like office work retain minuscule telecommuting rates. This disparity underscores potential inequities in remote working arrangements and raises concerns about the inclusivity of telework policies in organizations.
Interviewer: Such disparities could certainly breed frustration. You mention that about 2.2 million employees want to work remotely but currently do not. What profiles are these employees, and what are their sentiments about telecommuting?
Louis-Alexandre Erb: This pool predominantly comprises employees in sectors where remote work is feasible, such as administrative roles and jobs in banking and insurance. Interestingly, 34% of employees express a desire to work remotely, preferring a model that includes two to four days of telecommuting each week. It reflects a significant shift in employee expectations.
Interviewer: So, there’s this fascinating gap between what employees want and what they’re actually experiencing – a “gap between desires and practice,” as you put it. How can organizations address this misalignment?
Louis-Alexandre Erb: Organizations need to foster open dialogues about telecommuting preferences and expectations. Implementing flexible policies and ensuring that all employees, not just managers, can benefit from remote work opportunities may enhance workplace satisfaction and productivity. Companies could also focus on inclusivity to mitigate feelings of isolation and ensure support systems are in place for remote workers.
Interviewer: That’s a solid approach. In your findings, you also highlight that teleworkers generally report more autonomy and reduced intensity in their work. How does this impact overall job satisfaction?
Louis-Alexandre Erb: Yes, teleworkers tend to experience fewer interruptions and reduced pressure. This sense of autonomy often leads to greater job satisfaction. However, there are caveats, such as feelings of isolation due to the absence of in-person interactions. Companies must balance the benefits of remote work with strategies that maintain team cohesion and provide necessary support.
Interviewer: It sounds like there’s much to consider. What are the most common challenges faced by teleworkers, according to your recent studies?
Louis-Alexandre Erb: The predominant challenges cited include a lack of informal discussions, insufficient resources, and support from colleagues. While remote working offers flexibility, these areas highlight key aspects that organizations need to address to ensure successful telecommuting experiences.
Interviewer: Thank you, Louis-Alexandre! It’s fascinating to understand the nuances of telecommuting in our current landscape. What is your final takeaway for organizations navigating this evolving work model?
Louis-Alexandre Erb: My key takeaway would be to prioritize communication and inclusivity. By actively listening to employee needs and being willing to adapt policies, organizations can create a more satisfying and equitable work environment—one that benefits everyone.
Interviewer: Wise words indeed. Thank you for sharing your insights with us today, Louis-Alexandre. It’s been a pleasure discussing the future of telecommuting with you.
Louis-Alexandre Erb: Thank you! I enjoyed our conversation and look forward to seeing how the future of work unfolds.