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Fully Remote Work may negatively influence negatively Turnover rates and Time-to-hire!

By | Nicolas BEHBAHANI | Global People Analytics Leader @ TechnipFMC with HR KPIs expertise

πŸ’‘ Fully remote companies have had an average turnover rate that is nearly 10 percentage points higherthan companies in all other attendance categories in 2023.

πŸ‘‰ In my previous posts, researchers already predicted 𝐚 𝐜π₯𝐞𝐚𝐫 π¬π­πšπ›π’π₯𝐒𝐳𝐚𝐭𝐒𝐨𝐧 𝐨𝐟 𝐭𝐑𝐞 𝐇𝐲𝐛𝐫𝐒𝐝 𝐦𝐨𝐝𝐞π₯ 𝐒𝐧 𝐭𝐑𝐞 𝐧𝐞𝐱𝐭 πŸ“ 𝐭𝐨 πŸπŸ“ 𝐲𝐞𝐚𝐫𝐬 in this research and also they found a 𝐜π₯𝐞𝐚𝐫 𝐜𝐨𝐫𝐫𝐞π₯𝐚𝐭𝐒𝐨𝐧 π›πžπ­π°πžπžπ§ πˆπ§πšπ›π’π₯𝐒𝐭𝐲 𝐭𝐨 𝐰𝐨𝐫𝐀 𝐫𝐞𝐦𝐨𝐭𝐞π₯𝐲 𝐚𝐧𝐝 𝐄𝐦𝐩π₯𝐨𝐲𝐞𝐞 𝐚𝐭𝐭𝐫𝐒𝐭𝐒𝐨𝐧 in this research.

πŸ† The more research advances, the more researchers discover the precise long-term impacts of remote working on talent but also on business – For the moment, the best working model on time-to-hire as well as turnover seems to be hybrid model.

πŸ“ˆ 95% of organizations have a policy that includes expectations for some in-office employee attendance and expect people to work at the office 2-4 days per week.

πŸ’» Tech companies remain the most likely to have remote-centric attendance policies, while companies in financial and professional services, life sciences and law lean more office-centric.

The effect of attendance policies on talent retention and attraction is very interesting, according to a new interesting researchpublished byCBREentitled “U.S. Office Attendance Policy Trends Q3 2023” using data from 278 US companies representing a cross-section of sizes, geographic footprints and industry sectors.

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