{"id":8492,"date":"2022-08-03T01:45:01","date_gmt":"2022-08-02T21:45:01","guid":{"rendered":"https:\/\/krisp.ai\/blog\/?p=8492"},"modified":"2024-07-04T12:52:31","modified_gmt":"2024-07-04T08:52:31","slug":"state-of-remote-work","status":"publish","type":"post","link":"https:\/\/krisp.ai\/blog\/state-of-remote-work\/","title":{"rendered":"State of remote work in 2022 (7 Big Trends to Follow)"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">41.8% of U.S. workers<\/span><span style=\"font-weight: 400;\"> want to continue working remotely in the future. These are professionals who will likely say no to an employer\u2019s proposal to return to the office and even look for a new job that allows a flexible schedule.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">While recruitment has largely <\/span><span style=\"font-weight: 400;\">moved virtually<\/span><span style=\"font-weight: 400;\">, many organizations don\u2019t yet have a clear view of what the future of their workplace should look like. Resources are limited and managers still feel that their teams are equipped with the right skills to handle long-term distributed work. Some employees have already returned to the office for good while others are still trying out the hybrid model.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The state of remote work in 2022 has seen an increase in new challenges and trends managers need to prepare for. Among these:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A first try at hybrid work<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Reliance on video conferencing tools and further improvements<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Employees getting used to the benefits of remote work and learning to say no to anything below their expectations<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Advancements towards digital reskilling<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A future global workforce without excuses<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Continuous work on developing employee-employer trust<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Remote work as a core diversity and inclusion strategy<\/span><\/li>\n<\/ul>\n<h2><span style=\"font-weight: 400;\">The current state of remote work<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">A first try at hybrid work<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">2022 is yet another year for experimentation.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.statista.com\/statistics\/1226730\/global-hybrid-work-trends-employee-employer-post-pandemic\/\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">66% of leaders<\/span><\/a><span style=\"font-weight: 400;\"> are working towards changing their previous office spaces to suit a hybrid work model. Changing office layouts and pathways, adding new technology to connect remote and in-office employees, and creating safer rooms for virtual communication are three of the most common steps taken towards the new workplace.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This is the safest attempt at making new work demands suit everyone. On one hand, you\u2019ve got employees who are enjoying their flexible time from home but would still like in-person interactions with their colleagues for collaborative work. On the other, you\u2019ve got companies who are still unsure whether letting employees work away from the office can help them maintain the same performance levels in the long run.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">A hybrid solution also aims to reduce employee turnover. This is because it allows each team member to choose how they want to work. A <\/span><a href=\"https:\/\/www.qualtrics.com\/ebooks-guides\/future-of-work-study-2021\/\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Qualtrics study<\/span><\/a><span style=\"font-weight: 400;\"> on the future of remote work reveals that preferences towards each work style are fairly distributed:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Improving workspaces will significantly increase an employee\u2019s experience and support high performance levels with minimal effort. This hybrid approach takes into account everyone\u2019s opinions, supporting the well-being of every team member.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The key to making everyone happy is ultimately communication. A <\/span><a href=\"https:\/\/www.mckinsey.com\/business-functions\/organization\/our-insights\/what-employees-are-saying-about-the-future-of-remote-work\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">McKinsey report<\/span><\/a><span style=\"font-weight: 400;\"> reveals that organizations with clear communication patterns are seeing the benefits to employee well-being and productivity even in a remote setting.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The same report highlights the uncertainty that\u2019s still floating around what the future of work will look like. 40% of employees claim their organizations haven\u2019t yet communicated a vision for post-pandemic work with only 32% of them aware of how their work will be:<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Reliance on video conferencing tools and further improvements<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">In the meantime, video conferencing tools have replaced the traditional office and are settling in for good.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The hybrid workplace will continue to rely on them as at-home employees need to be kept up-to-date with everything even when they\u2019re not in the office. This means that any person showing up to the office will still have to maintain the same remote work practices as if they were working from home.<\/span><\/p>\n<p><a href=\"https:\/\/resources.owllabs.com\/state-of-video-conferencing\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Owl Labs<\/span><\/a><span style=\"font-weight: 400;\"> looked into the challenges that video calls will pose over the next few years, including:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Uncertainty related to the management of a meeting<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Booking and finding empty conference rooms [especially as some companies have reduced the size of their offices]<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Deciding on a single solution for all needs as 89% of organizations still use multiple video conferencing apps<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Briefing this up, most executives still haven\u2019t got the hang of video conferencing. In this context, <\/span><a href=\"https:\/\/krisp.ai\/\"><span style=\"font-weight: 400;\">Krisp<\/span><\/a><span style=\"font-weight: 400;\"> has become a go-to solution on the market for keeping remote meetings productive and insightful.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Krisp reduces misunderstandings during meetings by removing background noises on both ends of a conversation. This makes for more professional client calls and you can even use the tool to record podcasts and webinars with HD voice quality and no echoes.\u00a0<\/span><\/p>\n<p>[demo-new]<\/p>\n<p><span style=\"font-weight: 400;\">A <\/span><a href=\"https:\/\/krisp.ai\/blog\/new-features-insights-widget\/\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">newly launched feature<\/span><\/a><span style=\"font-weight: 400;\"> enables teams to look closer at how they\u2019re spending their time in meetings. The Insights section tells you exactly how much time you spend on a call and what apps you used. This gives you a better idea of what video conferencing apps are worth keeping and can indicate if you\u2019re spending too much of your day in meetings.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Employees getting used to the benefits of remote work and learning to say no to anything below their expectations<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Access to a better work-life balance, working from a dream location, spending more time with their families, and working according to a flexible schedule are four core benefits that employees have simply gotten used to.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These are now basic, mandatory perks that employees demand from their future workplace. In an increasingly competitive job market, it\u2019s worth looking into offering unique perks to attract and keep your hires. Some organizations are already ahead of this trend, offering one-of-a-kind benefits like:<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">A four-day workweek<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Unlimited vacation time that\u2019s paid for<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Equal pay for all team members and full transparency into the salaries they offer<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Covering the cost of house cleaning, child care, fitness memberships, and even vacations<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Paying for sabbaticals as long as one year<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Delivering free lunches and dinners straight to employees\u2019 homes<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Contributing stocks to new hires at no cost<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regular trainings and mentorship sessions for any new skill [work-related or not] they want to learn<\/span><\/li>\n<\/ul>\n<h3><span style=\"font-weight: 400;\">Advancements towards digital reskilling<\/span><\/h3>\n<p><a href=\"https:\/\/learning.linkedin.com\/resources\/workplace-learning-report\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">66% of L&amp;D managers<\/span><\/a><span style=\"font-weight: 400;\"> agree that learning and development efforts should be the main focus for companies looking to rebound or grow in 2022. Prior to 2020, this wasn\u2019t at the top of the priorities list as the same LinkedIn report reveals an increase from 24% to 63% in executives\u2019 interest in L&amp;D over the course of a single year.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Among all training efforts, executives are implementing more upskilling and reskilling opportunities:<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Learning new skills and improving their current knowledge helps team members build the resilience and digital fluency they need to handle potential new challenges and threats. Companies like <\/span><a href=\"https:\/\/www.jpmorganchase.com\/news-stories\/jpmorgan-chase-global-investment-in-the-future-of-work\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">JPMorgan Chase<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><a href=\"https:\/\/www.aboutamazon.com\/news\/workplace\/upskilling-2025\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Amazon<\/span><\/a><span style=\"font-weight: 400;\"> have already invested hundreds of millions of dollars into upskilling their employees and helping them future proof their careers. This will help employees stay confident, keep up with demands in their industry, and retain their jobs.\u00a0<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">What the future of remote work looks like<\/span><\/h2>\n<h3><span style=\"font-weight: 400;\">A global workforce without excuses<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Working with global talent is becoming a necessity for companies as the future will bring more interest in remote work and reduce the number of available talent on a local level. Demand in certain industries is also <\/span><a href=\"https:\/\/www.kornferry.com\/insights\/this-week-in-leadership\/talent-crunch-future-of-work\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">exceeding the available talent<\/span><\/a><span style=\"font-weight: 400;\">, making executives look for hires beyond their close proximity.\u00a0<\/span><\/p>\n<p><a href=\"https:\/\/www.mercer.com\/our-thinking\/career\/global-talent-hr-trends.html\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">77% of leaders<\/span><\/a><span style=\"font-weight: 400;\"> believe in the gig economy and freelance workers replacing full-time employees over the course of the next four years. This is expanding talent access even further, tapping into multiple nationalities and even generations as retirees and recent graduates will work on the same front.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Labor laws and policies as we know them are also likely to change in order to handle the demand for global talent. In the absence of new laws, working with international talent will cause compliance problems for organizations that don\u2019t know how to handle this change.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Consequently, the issue of data security will continue to threaten organizations. Offices are being replaced by coworking spaces that aren\u2019t yet prepared to handle the security operations and logistics of big companies. In 2020 alone, <\/span><a href=\"https:\/\/www.gensler.com\/workplace-surveys\/us\/2020?q=u.s.%20workplace%20survey%202020\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">20% of corporate workers<\/span><\/a><span style=\"font-weight: 400;\"> used coworking space at least once a week with an increase of 6% from 2019.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Continuous work on developing employee-employer trust<\/span><\/h3>\n<p><a href=\"https:\/\/www.edelman.com\/trust\/2021-trust-barometer\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">53% of people<\/span><\/a><span style=\"font-weight: 400;\"> believe corporations are responsible for sharing the information that the news media fails to deliver. The same Edelman Trust Barometer shows that employee-employer trust is increasing on a global level with 76% of workers trusting their employer above other forms of communication including the Government and NGOs.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">But as employees are free to move around, companies will have to maintain employees\u2019 trust no matter where they are in the world. One way they\u2019re already doing this is by implementing workplace mental health programs and building a culture of trust that starts at the top of the organization. Maintaining the mental wellbeing of employees is proving efficient at reducing work-related stress, improving absenteeism, and reducing turnover.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Each year employees are <\/span><a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/uk\/Documents\/consultancy\/deloitte-uk-mental-health-and-employers.pdf\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">self-reporting more anxiety and depression occurrences<\/span><\/a><span style=\"font-weight: 400;\"> caused by their work situation. This is often the result of a poor work culture or management issues. If employers don\u2019t show any interest in fixing problems and helping employees overcome these issues, people will be leaving the organization. This is the exact driver behind companies investing millions of dollars into their mental health programs as well as the <\/span><a href=\"https:\/\/www.forbes.com\/sites\/katiejennings\/2021\/06\/07\/venture-funding-for-mental-health-startups-hits-record-high-as-anxiety-depression-skyrocket\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">increased interest in mental health startups<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">Remote work as a core diversity and inclusion strategy<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">The expanded global talent pool has eased efforts for building a diverse workforce. <\/span><a href=\"https:\/\/get.workable.com\/dei-workplace-survey-report#\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Two out of five DEI<\/span><\/a><span style=\"font-weight: 400;\"> (Diversity, Equity, and Inclusion) professionals admit that hiring remotely is a DEI initiative they introduced in 2020. More organizations will go down this path to promote diversity as part of their culture, train recruiters to implement inclusive recruitment practices, and diversify their talent pool by opening up to new locations and minorities.<\/span><\/p>\n<p><a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2020-07-30-gartner-survey-reveals-only-12-percent-of-hr-leaders-believe-their-organization-has-been-effective-at-increasing-diversity-representation\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">Gartner<\/span><\/a><span style=\"font-weight: 400;\"> has revealed that previous D&amp;I initiatives have been largely ineffective so focus on them remains a top priority for 69% of CEOs. New programs are being built starting with a talent acquisition process that focuses on gradually eliminating hiring bias altogether in the future. Organizations are also looking into setting up networking opportunities for underrepresented talent within the organization. The bottomline approach is for employers to improve the relationship they have with every single employee, regardless of their representative group.<\/span><\/p>\n<h2><span style=\"font-weight: 400;\">Key takeaways on anticipating the future state of remote work in 2022<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Organizations that have successfully passed through 2020 have one thing in common: they were able to anticipate future trends and employee needs. The companies have established employee engagement and inclusion programs ahead of time and opted for reskilling their remaining team instead of pausing their activity.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can start thinking about the future of work within your own company by looking at your daily activity. Over the next few years, some tasks are more likely to be done remotely than others. <\/span><a href=\"https:\/\/www.mckinsey.com\/featured-insights\/future-of-work\/whats-next-for-remote-work-an-analysis-of-2000-tasks-800-jobs-and-nine-countries\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">McKinsey<\/span><\/a><span style=\"font-weight: 400;\"> has studied each type of activity workers in the U.S. do. They determined that it\u2019s tasks and activities [as opposed to occupations] that indicate whether a job can be done remotely or requires a hybrid approach.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Comparing these types of activities will give you a good idea of whether the hybrid work approach is right for your team or you can stick with a fully distributed workforce. For example, if work is largely based on discussing business strategies and analyzing trends, a remote setting will be enough. Once you need your employees to create physical prototypes or attend client meetings, the hybrid model is a clear choice.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, remember to maintain an open communication loop with your employees. One-on-ones and anonymous feedback surveys can give you a lot of insights into how your team feels and what they\u2019re struggling with. Read more on <\/span><a href=\"https:\/\/krisp.ai\/blog\/remote-one-on-one-meetings\/\" target=\"_blank\" rel=\"nofollow noopener\"><span style=\"font-weight: 400;\">how to have a productive remote one-on-one through our guide<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>41.8% of U.S. workers want to continue working remotely in the future. These are professionals who will likely say no to an employer\u2019s proposal to return to the office and even look for a new job that allows a flexible schedule. While recruitment has largely moved virtually, many organizations don\u2019t yet have a clear view [&hellip;]<\/p>\n","protected":false},"author":32,"featured_media":9557,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"two_page_speed":[]},"categories":[57],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v24.2 (Yoast SEO v23.6) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>State of remote work in 2022 (7 Big Trends to Follow) - Krisp<\/title>\n<meta name=\"description\" content=\"The state of remote work in 2022 has seen an increase in new challenges and trends managers need to prepare for. 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