WFH or bust: Workers quitting rather than return to office
by Paul Davenport Paul Davenport on

When workers say they want flexibility, they mean it, as 39 percent of adults polled by Bloomberg say they would quit if their employer took away remote work privileges.

Among millennials and Gen Z (aka the youngest cohorts of the current adult workforce), 49 percent would leave their job if their employer backtracked on worker flexibility, as many remote teams proved more than capable of staying productive from home during the pandemic.

The top benefit of remote work reported by respondents was a lack of commute, which was the biggest stressor among 84 percent. Broad cost savings were the second largest benefit, as more than a third of those polled saved at least $5,000 working from home last year.

While companies had no choice but to enable work from home as part of pandemic lockdown orders, many businesses are apprehensive about adopting a fully remote workforce for the long haul. Despite recognizing the benefits of giving employees greater flexibility when it comes to where they get the job done, there are functional and technical barriers to overcome before many executives will be comfortable giving workers more license.

According to a January 2021 PwC Pulse survey of 133 executives, fewer than one in five said they want to go back to pre-pandemic routines, though only 13 percent were prepared to let go of the office for good.

Expanding the idea of the office footprint

Of course, offering hybrid or Work From Anywhere flexibility isn’t an all-or-nothing indictment on the office. And many tech companies are blazing a trail to hybrid work that other businesses may be wise to follow. Google CEO Sundar Pichai, for instance, recently announced in a company-wide memo that 60 percent of Google employees will practice a three day in-office work week going forward.

But there are still roles that will continue to be office-based for the long haul, while most workers still want to visit their teams in person in some capacity. In this context, supporting remote work actually calls for enterprises to visually expand their idea of the enterprise footprint to mirror that of the network infrastructure supporting remote work.

Now, along with the remote office locations that had historically housed workers, links to residential workstations need to be considered under enterprise IT’s purview alongside traditional network connections (ie. HQ and the corporate data center).

What’s inherently tricky about this situation is that enterprise IT teams don’t necessarily own or control the performance of the links connecting residential workers to their corporate networks. While network ops teams have been deploying new networking technologies like SD-WAN and SASE to help them take greater control over performance, these teams still lack inherent visibility into some of the network environments where WFH issues are most likely to occur.

Establishing comprehensive lines of sight across all connections is step one in orchestrating hybrid work performance. When teams can zero in on performance issues for any app, at any location, any time, they can focus more efforts on making the necessary network optimizations to support remote work for the long hall.

Data Sheet

How to Monitor Work-From-Home Users and VPN Connectivity
Read our data sheet to understand how AppNeta’s Workstation Monitoring Points can be deployed across your remote user base to ensure visibility into the performance of any app, at any location, any time.

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Filed Under: Industry Insights

Tags: network management , network performance monitoring , network monitoring , HR , millenial , Gen Z , enterprise cloud , enterprise IT , enterprise network , hybrid cloud , hybrid work , hybrid office , home office , remote office , remote workforce , remote work , work from anywhere , wfa , work from home , wfh