Return-to-office mandates are becoming more common. However, many employees are reluctant to leave their remote workstations, making remote employee engagement increasingly important.
For example, when Amazon instituted a 5-day on-site workweek, 73% of employees considered leaving for another job. Generally, 60% of remote employees report that they are likely to search for another job if they are no longer offered remote work in their current position.
Business leaders sometimes fear that this preference for remote work is because employees want to avoid a full day’s work, but many remote workers are actually highly productive and engaged in their environment. So what’s the disconnect?
This article will explore data about who is engaged at work and what keeps remote workers motivated.
Are Remote Workers Engaged at Work?
According to recent Gallup data, overall employee engagement (all employees—not just remote ones) has increased recently. In 2023, 34% of U.S. employees reported being engaged at work—up from 32% in 2022. The rate of actively disengaged employees has decreased, from 18% in 2022 to 16% in 2023.
This increase in employee engagement is encouraging, but digging deeper into the data offers more insights about remote workers specifically. Despite the general trend, engagement among remote workers has remained static but relatively high.
Here is how engagement breaks down, based on work environment:
- 30% of onsite employees are engaged (an improvement from 2022).
- 38% of hybrid employees are engaged (the same as in 2022).
- 38% of exclusively remote employees are engaged (the same as in 2022).
How might we interpret this data? One encouraging aspect is that remote workers are already well-engaged compared to their in-office counterparts. The right remote environment and engagement tactics are working for the employers that use them. Even more encouraging for employers that support remote work: Remote-capable, in-office workers (defined as those whose work can be completed remotely but who are required to work on-site anyway) are one of the least engaged demographics. In February 2024, only 27% of these workers reported being engaged.
When possible, support for remote work pays significant dividends in employee engagement. Organizations that accept this can increase engagement opportunities and outcomes.
What Keeps Remote Workers Engaged?
Data from polls and employers doesn’t tell the whole story. Remember: Remote workers are typically more engaged than in-office employees—and greater engagement leads to numerous positive impacts on an organization.
So, what do remote workers have to say for themselves about engagement and their environment?
Many of the answers are shockingly similar to engagement patterns in other work environments. Clear goals, support from leaders, and incentives like money or positive feedback engage all kinds of employees.
From a sample conversation with remote employees:
- 33% mentioned aspects of communication in their responses, finding effective communication and available team members highly motivating.
- 27% shared that working with other competent people kept them engaged.
- 13% said that they were motivated by a passion for the work itself.
- 33% said that money or a good salary kept them engaged.
A Remote Environment with Supportive Managers Is the Biggest Motivator When it comes to remote work, the remote environment itself is the biggest motivator for engagement. Workers who prefer remote work want to continue accessing the privileges associated with it.
- Some stated this implicitly, saying their reason for staying engaged at work was “not wanting to go back [to the office].”
- Others mentioned being introverts and preferring to work remotely because of this. The remote or home environment best supported their work style and productivity goals.
- One person talked about being able to truly decompress during a break. “Taking a break at home feels like a legitimate recharge. When I come back from even a short break at home, I am far more…ready to work again than I will ever be at the office.”
- For most, staying motivated and engaged while remote was only possible with supportive managers. Micromanaging, surveillance software, or unnecessary meetings were strong demotivational influences.
The flexibility and autonomy allowed by managers in remote settings were some of the most desirable elements of remote work. Access to those benefits motivated many employees to stay engaged. This work/life balance—something employees of all types typically desire—allowed remote employees to work when they were most productive.
How Can Organizations Engage Their Remote Employees?
Data trends show increasing engagement levels in on-site workers. How can you harness that momentum for remote workers, who tend to already be highly engaged? Focus on what matters to them, even when it differs from the motivations of on-site employees or deskless employees.
Gallup’s data shows that all employees, regardless of work location, value:
- Knowing what’s expected of them at work
- Having the materials and equipment to do their work right
- Having the opportunity to do what they do best every day.
These are some of our employee engagement ideas for remote workers, based on the values shared by Gallup and the conversation shared above.
Remote Environment
The remote environment was by far the most motivating and engaging element of remote work for employees. Give employees clear definitions of their remote status, including in documentation and conversations. Let employees know when and where they are expected to work, and offer flexibility whenever possible.
As cultural conversations around return-to-office initiatives increase in many industries, don’t let employees wonder about your organization’s plans. Keep them informed about your commitment to remote work or any plans for office work. Eliminate guesswork.
Allocate the necessary resources to make a remote environment successful. A budget for home office supplies and technical support for work equipment enables and motivates employees to stay engaged.
Clear Communication
In a remote setting, communication often has to be more deliberate and intentional than in person. This takes effort, but it can also be a great strength of remote work. No more endless meetings!
Set up appropriate communication channels for employees and make sure everyone knows how to use them. Email, messaging platforms like Slack or Microsoft Teams, and video calls keep employees connected. When communication happens, keep it purposeful and focused.
An agenda and curated guest list ensures everyone makes the most of their time together.This doesn’t mean communication can’t be fun! Team-building activities or conversations can be built into remote routines to build social relationships and keep team members engaged with each other.
Supportive Managers
Remote workers tend to be the least engaged in an environment where they feel like they aren’t trusted. They don’t want to be micromanaged or constantly observed with surveillance or invasive productivity software. While these tools are designed to increase productivity, they often do the opposite.
Workers prefer to be measured by output. A skillful, trusting manager can navigate these dynamics to best support remote employees. Regular one-on-one meetings and dedicated time for positive and constructive feedback keep managers in touch without becoming overbearing.
Support also looks like understanding your team’s communication and work styles. With this understanding, managers are able to recognize team members’ needs and offer them personalized guidance for success. Ultimately, every individual and organization is different. The key to providing support in a remote environment is acknowledging those differences to create workflows and outcomes that meet everyone’s needs.
Real-Time Relationships
Even with the flexibility of the remote environment, supportive managers are available when remote employees reach out. Real-time interaction supports effective work, keeping employees productive and engaged.
The best remote managers facilitate other working relationships for their employees. Team meetings, cross-team collaboration, and effective group conversations contribute to a successful remote environment. Peer-to-peer recognition can be powerful as well.
Incentives and Rewards
Clearly, a supportive work environment motivates employees. Tools and circumstances that allow employees to complete their work to the best of their ability are great. But you can use remote employee engagement activities to show your support as well.
Continue to celebrate holidays, birthdays, and anniversaries with remote employees. While the celebration medium might look slightly different in a remote environment, employees still respond well to recognition. Recognition should be specific, timely, and authentic. Personalizing these experiences for each individual is a great way to make them feel appreciated.
Engage Remote Employees with Awardco
Awardco makes recognition and rewards easy, no matter where your employees work. Recognition boosts engagement, productivity, and job satisfaction. Celebrate your employees on their birthday, for their tenure anniversary, or after an achievement on a big project. Engage your remote employees with our employee gifting platform.
