The arrival of the Covid-19 pandemic triggered the remote work revolution, which was a radical transformation in business and professional activities. According to McKinsey, it’s a change that’s likely to stay with us. In 2020, Americans replaced much of the time spent commuting with more leisure and household activities, and they don’t appear ready to give up the option. Organizations in multiple industries are now forced to consider making remote work a company standard, but what does that mean for productivity targets and HR departments?
A massive 39% of workers want to spend at least some of their time working from home and are prepared to resign if they can’t do so. The number goes up to 49% among millennials and Generation Z-ers.
While this is a concern for many human resource departments, it’s not all bad news. A recent study of more than 30,000 U.S. employees shows working from home for one day a week will boost productivity by 4.8% just by reducing commuting time. Add staff motivation to that, and it’s clear remote work is likely to improve profitability significantly.
The big secret to the successful implementation of remote work in any company, says McKinsey, is the same as it has always been: recruiting the right people to begin with. The difference now is that the “right person” might look slightly different from before. Some of the qualities employers look for in top remote talent include:
While many “boomer” managers feel compelled to encourage a return to the office, candidates who can demonstrate a habit of dependability are likely to get the best offers.
Military veterans who have made—or are in the process of making—a transition to civilian life make excellent candidates for companies implementing permanent remote work. During service, veterans complete basic training that includes strong values, a culture of service, and loyalty. Serving also teaches and cultivates leadership skills, the ability to make sound and timely decisions, and to finish projects in a disciplined fashion. These qualities make them reliable remote work employees in any environment.
Even if these weren’t enough reasons to consider employing veterans, companies switching to remote work could expect additional advantages.
The government offers a range of incentives for hiring former military service operatives, such as the Work Opportunity Tax Credit (WOTC). This program allows employers to claim 40% of eligible candidates’ first year’s wages up to $6,000.
Employers who hire veterans with service-connected disabilities within a year of their discharge from the military can receive a tax credit of 40% of the first $24,000 in wages for a potential credit of $9,600.
These options make hiring dependable veterans for your remote workforce a viable option for any company.
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