Remote Work: Why We Can’t Rule It Out to Retain the Best

Sarah McVanel is the founder of Greatness Magnified, an organization that specializes in providing training programs and certifications for employees-at-large. She is a recognition expert, professional speaker, coach, author, and creator of F.R.O.G.—Forever Recognize Others’ Greatness. With 25-plus years of experience, she invigorates companies to see their people as exceptional so that, together, they can create a thriving culture where everyone belongs.

If your organization can offer employees the option of working remotely, even part of the time, and you don’t work to find innovative ways to make this happen, you can expect turnover. Remote work is one of a number of substantiated trends from COVID that isn’t going away.

Many people in our current knowledge workforce not only can work remotely, but they may do their best work without the distractions, commute times, and stress of a typical five-day workweek.

Here’s one more reason to take remote working options seriously. You’re not just competing with other more remote-friendly employers. You’re also competing with the growing gig economy, where people can work for themselves. The rise of entrepreneurship means you may be competing with the employee’s own side hustle to convince them to stay with you!

Great people have options. Give them a reason to choose you. Considering the cost of replacing workers, are you hearing questions from prospective employees about flexible work options? Are staff asking, “Can we continue to work from home?” Are managers remarking, “I get so much more done when I have a work-at-home day”?

They’re asking for a reason. These are clues that remote work needs to be considered as a key ingredient to attract and retain great staff. Now is your opportunity to capitalize on it before they take flight.