Remote work boosts productivity & staff retention rates

As businesses and agencies navigate the evolving landscape of work environments, the topic of remote versus in-office work continues to spark debate. Nicky Harvey, Director of Client Operations at Tangram, and Liam Casey, People and Culture Lead at Innocean Australia, have highlighted the potential missteps of small businesses that resist the shift to remote work in favour of traditional office settings.

Research indicates compelling benefits of remote work. A study led by Stanford professor Nicholas Bloom reveals that employees working remotely can be 13% more productive than their office-based colleagues. Additionally, attrition rates reportedly decrease by 50% in remote settings, suggesting significant advantages in staff retention and performance.

Harvey and Casey argue that forcing employees back into office environments can be detrimental. Forbes' findings suggest that 91% of workers are dissatisfied with obligatory office returns, with 73% actively seeking opportunities elsewhere. This indicates a potential talent drain for companies enforcing strict office-based policies.

Liam Casey from Innocean Australia emphasises the importance of flexibility in contemporary work models. "We see flexibility as a bridge to fundamentally better ways of working," he says. For Casey, trust and effective communication are crucial in a flexible work environment, ensuring that employees feel valued and engaged.

The economic benefits of remote work extend beyond increased productivity and employee satisfaction. Businesses and employees can significantly reduce costs related to commuting, office upkeep, and associated expenses. Furthermore, companies that embrace remote or hybrid models often align with popular workplace rankings that prioritise flexible work arrangements.

According to Dominic Price, Atlassian's work futurist, rigid adherence to traditional office models can hinder access to a more diverse talent pool. This is exemplified by organisations like Shopify, which reports saving on overheads while maintaining a strong workforce through remote work practices.

Harvey outlines several strategies for agencies seeking to integrate remote work effectively. These include innovative onboarding processes, such as buddy systems for new employees and virtual team-building activities. Clear leadership and communication practices are also essential to managing remote teams, ensuring clarity on roles and expectations.

Casey observes that "Communication is also really important. We encourage clear and regular open communication, so that employees feel their opinions are valued and form part of the bigger picture – no two employees are the same and we value this diversity of opinion greatly." This philosophy is echoed in their workplace practices, where flexibility is not just accommodated but is a fundamental part of the agency culture.

Emphasising employee well-being is critical in remote work settings. Initiatives at Innocean Australia, such as meditation and mental health programmes, reflect a commitment to fostering a supportive work environment. Casey adds, "We host internal clothes and book swaps, donating leftover items quarterly to support the community. Our social clubs, including Shoutout Thursdays (a monthly celebration of employee achievements with prizes) help us stay connected, whether in the office or at home."

The discussion on remote work highlights the shift in employee expectations, with flexibility and professional development opportunities now seen as essential rather than optional perks. Harvey concludes that integrating remote work into a company's strategic framework can secure a competitive advantage, paving the way for future success in the industry.