Think Working Outside of the Corporate Bricks and Mortar Negatively Impacts Employee Engagement?

Research from the Kenexa Research Institute Examines Remote and Home-based Employeesí Levels on Engagement

Research conducted by the Kenexa Research Institute (KRI), a division of Kenexa (NASDAQ: KNXA), a leading provider of talent acquisition and retention solutions, evaluated home and remote based employeesí engagement. The report is based on the analysis of data drawn from a representative sample of more than 10,000 U.S. workers surveyed through WorkTrendsô, KRIís 2007 annual survey of worker opinions.

Employees work outside of the office for many reasons including greater work/life balance, family obligations, special work schedule requirements and commuting distance to the office. Although this arrangement delivers benefits to both the employer and the employee, being a remote worker may also have its challenges. For example, do remote or home-based employees feel as though they are out of sight and out of mind, or are they as equally engaged as those who work inside the office?

KRI examined the impact of an employeeís office location on their pride in the organization, confidence in its future, willingness to recommend their organization as a place to work and overall satisfaction. Employees who work remotely or from their homes outscored those who work within the bricks and mortar on each of these key indicators. In addition, employees who work remotely or from home are more likely to say they intend to stay with their organization.

The results indicate that among U.S. workers, those who have been with their employer between 3 and 5 years and those between the ages of 36-45 are more likely to work from home. Men are also more likely to work from home.

Actual job functions reporting the highest percentage of employees who work remotely or from home are professionals (accountants, physicians and nurses), managers and those in technical and sales positions. Industries with the highest percentage of people who work outside of the office are business services, financial services (including insurance and real estate) and healthcare services.

Remote and home-based employees feel more favorably that their company has open, honest two-way communication. They also have more favorable opinions of their senior management. They see senior management showing more concern for the well-being and morale of their team members, demonstrating that employees are important to the success of the company, giving employees a clearer picture of the direction the company is headed and as more trustworthy. These employees also feel more favorably that their immediate manager does a good job at managing people, treating people fairly and delivering useful feedback.

ìIt is clear that with the increase in available technology, a noteworthy number of U.S. workers are telecommuting. Not only are those who telecommute more engaged than those who work in an office, they are much more likely to rate both their senior managers and their immediate managers more favorably. Managers who allow and support telecommuting enjoy a boost in employee appreciation and are seen as notably more employee-centric and competent. This represents yet another weapon in the war for talent,î said Jack Wiley, executive director, Kenexa Research Institute.