Three years after the pandemic disrupted American workplaces, approximately 35% of workers with remote-capable jobs are working from home full-time, as reported in a recent Pew Research Center survey. This figure has decreased since January 2022’s 43% and October 2020s 55% but remains significantly higher than the pre-pandemic 7%.
Although the number of full-time remote workers has declined, many have adopted a hybrid work model. The survey reveals that 41% of remote-capable workers have a hybrid schedule, up from 35% in January 2022. For non-self-employed hybrid employees, 63% report employer-mandated in-person work for a specific number of days per week or month. Additionally, 59% of hybrid workers work remotely
three or more days per week, while 41% do so for two days or fewer.
Many hybrid employees express a desire for more remote work. Among those working most of the time remotely, 34% would prefer to work from home full-time if given a choice. Of those working remotely part-time, 50% would like to work from home all (18%) or most (32%) of the time.
Remote-capable jobs are unavailable for 61% of US workers, with lower-income and non-college-educated individuals more likely to fall into this category. Among remote-capable workers, Hispanic adults and those without a college degree are more likely to report rarely or never working from home.
The Pew Research Center estimates that around 14% of all employed US adults aged 18 and older, or approximately 22 million people, currently work from home full-time.
Benefits and Drawbacks of Remote Work
Non-self-employed workers who telecommute at least part-time identify one key advantage—work-life balance—and a few downsides to remote work. A significant 71% of remote workers report that working from home helps them balance their work and personal lives, with 52% saying it’s extremely helpful.
Only 12% of remote workers believe that working from home negatively impacts their work-life balance, while 17% see no difference. No significant gender differences exist in these opinions, but parents with children under 18 are more likely to find remote work helpful for work-life balance (76% vs. 69%).
A majority (56%) of remote workers report that telecommuting helps them complete tasks and meet deadlines, while only 7% believe it hinders their productivity, and 37% see no difference.
However, several career-related aspects seem unaffected by remote work, such as assignment distribution (77% report no impact), career advancement chances (63% report no impact), and mentoring opportunities (54% report no impact).
One challenge that remote workers face is connecting with colleagues. Of those working from home at least part-time, 53% believe it hinders their ability to feel connected to coworkers, while only 10% feel it helps. Despite this, remote workers report similar levels of satisfaction with coworker relationships as those who never work from home.
Workers who rarely or never work from home often perceive an advantage in their connections with coworkers, with 41% stating that their work arrangement helps them feel more connected. However, only 27% believe their work arrangement positively impacts their work-life balance, while 33% feel it hinders it.
In other work aspects, many non-remote workers report neither positive nor negative effects of their work arrangements, such as mentoring opportunities (53%), task completion and meeting deadlines (57%), chances of career advancement (68%), and receiving important assignments (74%).
The majority (71%) of remote-capable workers who work from home at least part-time feel that their manager or supervisor trusts them to complete their work. Full-time remote workers are most likely to feel trusted, with 79% reporting a great deal of trust from their manager, compared to 64% of hybrid workers.
Interestingly, hybrid workers also feel trusted when they are not working from home, with 68% saying their manager or supervisor trusts them a great deal to get their work done when they are not teleworking.
The landscape of work in the United States has evolved significantly since the beginning of the pandemic. A growing number of workers with remote-capable jobs have adopted full-time remote work or hybrid schedules, with many expressing a desire for even more flexibility. While some challenges persist, such as connecting with coworkers, the benefits of remote work, including improved work-life balance and productivity, have led to a lasting shift in the way people work.
FAQs Covered in this Article
Q: What is the new normal in the context of remote work?
A: The new normal refers to the shift in workplace trends due to the pandemic, where a significant number of remote-capable workers have embraced full-time telecommuting and are expected to continue doing so.
Q: What percentage of remote-capable US workers have adopted full-time telecommuting?
A: According to the article, approximately one-third of remote-capable US workers have embraced full-time telecommuting.
Q: What factors have contributed to the rise in full-time telecommuting?
A: Factors contributing to the rise in full-time telecommuting include the pandemic, advances in technology, increased awareness of the benefits of remote work, and the desire for a better work-life balance.
Q: How has the shift towards full-time telecommuting affected businesses?
A: The shift towards full-time telecommuting has forced businesses to adapt their work processes, invest in remote work technologies, and rethink their office space requirements. It has also led to an increased focus on employee well-being and mental health, as well as changes in recruitment and retention strategies.
Q: What challenges do organizations face in managing remote employees?
A: Challenges include maintaining effective communication, fostering collaboration and teamwork, managing employee performance, and ensuring data security and privacy.
Q: How can organizations support employees working remotely?
A: Organizations can support remote employees by providing necessary tools and technologies, offering flexible work arrangements, promoting open communication, and investing in employee well-being and professional development.
Q: What benefits can organizations and employees gain from full-time telecommuting?
A: Benefits of full-time telecommuting include reduced overhead costs for organizations, increased employee productivity, better work-life balance for employees, and a broader talent pool for recruitment.
Q: Are there any drawbacks to full-time telecommuting?
A: Drawbacks may include feelings of isolation and disconnection among employees, potential loss of company culture, and challenges in managing remote teams.
Q: Will full-time telecommuting continue to be a trend in the future?
A: While it is difficult to predict the long-term future of full-time telecommuting, it is likely that remote work will continue to be a significant aspect of the workplace as technology advances and organizations adapt to new ways of working.
