State of Remote Work 2020

2020 is the year the world went remote.
The COVID-19 pandemic forced organizations around
the world to quickly adapt to a new remote reality, in
some cases for the first time, in the largest
work-from-home shift ever. We’ve officially fast-tracked
to the future of work.
Meetings suddenly became Zoom meetings, with video
calls happening 50% more than before COVID-19. Not
only did people embrace remote work, they have now
grown to expect it. After six months of working from
home full-time, we learned that one in two U.S workers
won’t return to a job that doesn’t offer remote work as
an option.
For Owl Labs’ 4th annual State of Remote Work report,
we partnered with the leading remote analytics firm,
Global Workplace Analytics, to learn more about the
current state of remote work in 2020 and what lies
ahead. We wanted to uncover remote work statistics
and gather the current work from home trends to
provide you with a comprehensive remote work
benchmark report during COVID-19.
In this report, you’ll learn:
How people are adapting to remote work
How companies are handling the COVID-19 guidelines for telework
Current remote work statistics and trends
How the new work-from-anywhere movement affects lifestyle decisions
What leaders and companies should know to support today’s employees’ needs
Executive Summary
In this survey, we learned that almost 70% of full time
workers in the United States are working from home
during COVID-19. While working remotely, individuals
are facing a more difficult balance between home life
and work, adapting new technology by leveraging video
meetings, and staying productive in their home offices
(or closets for 15% of survey respondents.) During
COVID-19, there have been unexpected benefits and
challenges—people are saving almost $500 per month
on additional expenses, however, one in five reports
working more hours per week during the pandemic.
Despite difficult circumstances for
working remotely, 77% of
respondents agree that after
COVID-19, having the option to
work from home would make them
happier.
Leaders and managers: 80% of full-time workers
expect to work from home at least three times per
week after COVID-19 guidelines are lifted and
companies and workspaces are able to re-open.
Key Findings
Remote Work Statistics and Trends During COVID-19
Almost 70% of full-time workers in the U.S are working from home during COVID-19
1 in 2 people won’t return to jobs that don’t offer remote work after COVID-19
77% of respondents agree that after COVID-19, being able to work from home (WFH) would make them happier
75% of people are the same or more productive during COVID-19 while working from home
In 2020, people are using video meetings 50% more than pre-COVID-19
1 in 2 people would move if they were able to WFH all or most of the time
Working remotely saves 40 minutes daily on commute
In 2020 after COVID-19, 80% expect to work from home at least 3x/week
1 in 5 people report working more during COVID-19
Only 20-25% of companies pay or share the cost of home office equipment, furniture, cable, chair
80% agree that there should be one day a week with no meetings at all
81% of respondents think their employer will support remote work after COVID-19
23% of full-time employees are willing to take a pay cut of over 10% in order to work from home at least some of the time
44% did not find it necessary to get dressed up (think: clothing, hair, makeup) for a video meeting
Section 6
Section 7
Section 8
State of Remote Work 2020: Who They Are - Background and Demographics
Owl Labs in collaboration with Global Workplace Analytics (GWA) surveyed 2,025 full-time workers in the United
States between the ages 21 to 65 at companies with 10 or more employees. This
survey data was collected in June-July of 2020.
How many people are working from home during COVID-19?
69%
Working remote during COVID
31%
Working onsite
Section 2
Remote Work is the New Norm
If there was ever a question if your company should allow for remote work and embrace hybrid teams,
the time is now. During COVID-19, most industries were forced into a work-from-home or
work-from-anywhere approach, and it stuck; those working from home during the pandemic want to do so
permanently 123% more after COVID-19. Motivations behind working remotely have changed a bit
since 2019, with a fear of getting sick newly topping the list and avoiding the commute
staying steady year over year.
In 2019, we learned that
42% of remote workers planned to work remotely more
frequently than they currently were, and that more than half of on-site workers
wanted to start working remotely. Now, almost 70% of people are working from home,
and those who have made the switch don’t want to return to the office. These
remote work trends aren’t going anywhere and it’s up to individual organizations
and teams to get up to speed on employee needs and expectations.
Working from Home is Now Essential to Happiness + Job Satisfaction
Employers and HR teams, take note:
If working from home was no longer
an option after COVID-19, almost
70% of respondents would be less
happy and almost half would look
for another role that allowed remote
work.
Key Statistics:
1 in 2
people won't return to jobs that don't offer remote work.
2020
2019
77% of respondents agree that after COVID-19, being able to WFH would make them happier.
Made over $100k in 2019
Non-WFH
WFH
Non-WFH
WFH
Made over $100k in 2020
Non-WFH
WFH
More high-paying positions are
working remotely.
People making high wages are
working from home and making it
work.
This represents a 65% increase
in remote workers making over
$100K.
If after COVID-19, respondents were no longer allowed to work remotely:
COVID-19 has taught us that working from the office
doesn’t equal productivity. With the right tools and
support, people can work from anywhere.
Video conferencing technology has become the standard form
of communication with 60% of respondents using video
more than before COVID-19, bringing new
considerations for remote employees.
Almost half of survey takers are using email more or
much more than they were before, suggesting in-person
conversations have become emails and video calls. With
even more blurred lines between work life and home life
as people adjust to
ﬂexible schedules, employees are
asking for more structure in this newly defined era of
communication.
Meeting Free Days are Coming
Eight out of ten full-time workers want one day a week
without any meetings, and 70% agree that there should be a
day each week without video meetings. People are
looking for a break from having to clear out the space
behind their home workstation or plan around family
schedules to avoid kids in the background of team
meetings. Even in 2019,
remote workers were twice as
likely than in-office workers to want schedule ﬂexibility,
hinting at the desire for core hours when working from
home.
Key Statistics:
Myth: WFH is not productive
Busted:
75%
of people are the same or more productive during COVID-19 while working from home.
In 2020, people are using video meetings 50% more than pre-COVID-19.
During COVID-19:
Respondents using video conferencing the same or more than they had been
Respondents using video more or much more
80% agree or strongly agree with the following statement:
“I think there should be one day a week with no meetings at all.”
74% agree or strongly agree with this statement:
“I think we should have core hours, for example, four hours a
day where we're available to colleagues and work on our own
schedule the rest of the time.”
think video conferencing is at the same level
or more productive than in-person meetings.
think video conferencing calls are more enjoyable than teleconferencing.
think video conferencing calls are more enjoyable than in-person.
Section 4
COVID-19 Cautions
While COVID-19 has changed the way that people work,
it has also contributed to overworking and brought new
considerations to light for both remote workers and
managers. Newly remote managers are now tasked with
supporting remote team members and promoting a
healthy work-life balance, all over Zoom (or your favorite
video conference software).
Telecommuters Want Comprehensive Health Insurance as a Top Benefit
COVID-19 has introduced a new set of priorities for
today’s employee when job seeking, #1 being healthcare
benefits. Employers will need to offer comprehensive
healthcare plans, ﬂexible working hours, and competitive
pay to retain employees and keep up job satisfaction.
Employees’ top concerns for returning to the office are
getting sick and wearing a mask, suggesting leaders
should promote ﬂexible remote work policies, and
surprisingly lower concerns are using the elevator,
sharing keyboards or work stations, and using public
transit.
Let’s explore the challenges that COVID-19 has
presented, and how employees are transitioning to the
new normal.
Key Statistics:
1 in 5
people report working more during COVID-19.
On average, remote employees worked an extra 26 hours each month during COVID (nearly an extra day every week).
Top challenges from WFH during COVID-19:
Owl Labs Tip:
Learn to pause and wait after speaking on video calls.
Utilize chat features when you want to make a point and
use hand signals to indicate you’d like to speak. Consider
a
meeting facilitator
to ensure all parties are heard
throughout video meetings.
Health insurance is a deciding factor in employment decisions.
When asked to rank benefits and perks in order of personal
importance when considering new employers, 88% consider
health insurance critically important.
The top 3 company benefits and perks
respondents ranked as most important
across all age groups were health insurance,
total compensation, and vacation policy.
Benefits and perks in order of personal
importance:
Top concerns for returning to the office:
Owl Labs Tip:
Offer remote work so your employees can feel safe and have the option to WFH.
Section 5
A New Era of Professionalism
Remote work has leveled the playing field when it comes
to professionalism and removed the paneled C-suite
offices of the past. Video conferencing during COVID-19
has broken down the barriers between CEOs and
interns and NBA stars and fans alike, offering a direct
connection and a removal of “closed doors.”
Managers have new concerns for employee professional
development in the remote landscape. Almost 60% of
managers feel they are missing out on opportunities for
informal leadership development and grooming of their
direct reports, and other top concerns include reduced
team cohesiveness, employee engagement, and a lack of
engagement with coworkers.
While working remotely, employees are reporting new
distractions and challenges to staying productive, which
are important for managers and leaders to be aware of.
There are also benefits like improved trust between
management and employees, contributing to employee
job satisfaction.
Some of the biggest difficulties
reported by survey respondents
during COVID-19 were:
Children at home:28%
More meetings than usual: 26%
Not having worked remotely or worked from home before:26%
Owl Labs Tip:
Set up a specific remote work location within your home
and schedule your time with those in your household to
avoid interruptions or distractions during meetings. Talk
to your team about setting core hours and share your
schedule with your teammates so they know when you’re
“online.”
Working from Home Builds Trust
Leaders need to take special care to
check in and offer
remote
teambuilding exercises and
one-on-one development
opportunities with those growing in
their careers.
Remote work also allows employees to have more
autonomy and feel more trusted by leadership. On the
ﬂipside, more remote employees are nervous about
career progression than they were in 2019. Managers —
read on to learn how you can support remote employees
by having intentional, scheduled career conversations.
In 2019, 82% of survey respondents agreed with the
statement that working remotely would make them feel
more trusted at work. When we followed up and asked
respondents in 2020 if they did indeed feel more trusted
at work while working remotely during COVID-19, more
than three quarters of respondents said yes.
Owl Labs Tip:
Remote work gives people the autonomy they want from
their role, knowing their manager trusts that they can be
productive at their own pace and on their own schedule.
Create goal-based performance tracking so it’s not about
the hours in the day but the results.
Key Statistics:
Remote workers in 2019
Not concerned working remotely will impact their career progression
Fear that working remotely will impact their career progression
Not concerned working remotely will impact their career progression
Fear that working remotely will impact their career progression
Remote workers in 2020
Not concerned working remotely will impact their career progression
Fear that working remotely will impact their career progression
Owl Labs Tip:
This year, there are more people new to working from
home, so this suggests more are concerned about their
newly remote career and its impact on growth and
development. Managers, have intentional conversations
with your team about professional development goals
and continually check in. Check out our
remote
leadership guide for more advice on career
conversations on remote teams.
We won’t go as far as to say professional appearance and
background is no longer important but we found that 44% did
not find it necessary to get dressed up (think: clothing, hair,
makeup) for a video meeting.
During COVID-19, which locations have you most often worked from?
(Yes, we mean a closet)
Understanding what employees are doing
throughout their days while maintaining a level of
professionalism are focuses for some companies,
and when respondents were asked:
If my company started monitoring my activity as a
way to track productivity while I was working at
home: 1 in 3 would be unhappy but would still
stay and 43% would be unhappy or leave.
People Want to Ditch the Commute
Why are people motivated to work from home? A top
response from almost 80% of respondents—the
commute. People save, on average, 40 minutes a day
that they can spend enjoying a cup of joe, reading the
morning headlines, doing a quick yoga ﬂow, or taking the
dog for a morning walk.
When asked to consider if they were no longer allowed
to work from home, 44% of respondents would expect a
pay increase to make up for the additional costs
associated with working from the office. Additionally,
when it comes to home office setups, only 20-25% of
companies pay or share the cost of home office
equipment and furniture.
Companies seeking to recruit top
candidates and retain top
performers will need to start to offer
home office setups or consider
factoring the costs of working from
an office into their compensation
packages.
Here’s how remote work during COVID-19 has affected
lifestyle preferences of full-time workers in the U.S.
Key Statistics:
1 in 2
people would move if they were able to WFH all or most of the time.
Working remotely saves 40 minutes daily on commute.
When asked, if you live in an urban area and could WFH all or most of the time, where would you move?
When it comes to $$, we asked: How fair do you
think it is for your employer to make a cost of
living adjustment (reduction in salary) if you
moved to a less expensive area and worked solely
at home?
71% of respondents said it would be unfair to
adjust their salaries.
Here’s the breakdown:
Probably not surprisingly, when you break down
by individual contributors vs. managers, individual
contributors find a cost reduction 79% unfair vs
67% for managers. Our takeaway: CEOs, team
leaders, and managers that are responsible for
business decisions see both sides, and
understand the benefits (or the need) in lowering
salaries.
44% would still move or consider it even if they had to take a cost of living salary adjustment or reduction.
Section 7
Remote Work is the Preferred Way to Work
Remote work has been a preferable choice by many
when offered by their companies prior to COVID-19.
When it was an option versus a necessity, many remote
workers reported feeling happier, more productive and
more trusted by their managers. Now that working from
home became an overnight reality for most, people are
realizing they do prefer this way of working. So much
that 1 in 4 said they would take a pay cut of over 10% to
stay working from home (WFH).
The Option to WFH Reduces Stress
Remote work has mental health and work-life balance
benefits, too. 72% of all survey respondents agreed that
the ability to work remotely would make them less
stressed and 77% report that working remotely would
make them better able to manage work-life balance.
Read more on employee expectations when it comes to
the future of work, aka hybrid companies.
Key Statistics:
In 2020 after COVID-19:
92%
of people expect to work from home at least
1x
per week
80%
of people expect to work from home at least
3x
per week
In order to work from home at least some of the time (we aren’t even
talking full-time), respondents said:
In 2020:
Willing to take a pay cut of up to 5%
-9% from 2019
Willing to take a pay cut of up to 10%
+8% from 2019
Willing to take a pay cut of over 10%
+15% from 2019
Our takeaway: Now that employees have tried
and tested a WFH approach, they will put their
money where their mouth is with almost 1 in 4
employees saying they would take a pay cut of
over 10% to continue.
Compared to how your employer felt before
COVID-19, how do you think they will feel about
allowing you to work from home, at least some of
the time, post-COVID-19?
81% think their employer will support it, with 29% thinking their company will support it more.
As a company gets larger in size, full-time workers
think their company will be more apt to support it
more:
During COVID-19, on average, people are saving
$479.20 per month. This is almost $6,000 per
year!
That could buy you:
200 Postmates per year
A new car (new to you)
An 8 person expedition camping tent
1,200 Starbucks lattes (if that's your sort of thing)
Section 8
Remote Work Benefits: Employer Edition
Leaders, take note. Requiring all employees to be in an
office or onsite is now a policy of the past. Employees
now expect the ﬂexibility to work where they want, and
the top talent you are looking to attract is no different.
What we’ve learned is that remote work can make or
break a company’s ability to recruit and retain
employees.
For the 2020 job seeker, remote
work should be table stakes and
contributes to improving happiness,
reducing stress, recommending
their company to a friend, and
better managing work-life conﬂicts.
Working From Home Improves Employee / Employer Relations
Key Statistics:
When asked what impact being
able to work remotely some of
the time has, respondents report:
Training and the right tools is a crucial
component to manage effective and productive
remote workers and hybrid teams. Leaders, pay
attention.
When employees were asked what would make
them more effective as a remote worker:
Highest
Lowest
Owl Labs Tip:
During COVID-19, workers are navigating the transition
from the office to the home, all while discovering the
benefits and challenges of remote work. Companies and
managers need to provide their teams with the tools and
resources to be productive and successful in their home
environment, and carry the lessons learned from remote
work during COVID-19 into the business plan moving
forward.
Closing
Closing
Whether you were ready for it or not, the future of work
is here. Also, something we like to call the Work From
Anywhere movement. Our lives will be forever changed
due to COVID-19 and its implications, and what we’ve
learned in our annual report is the time is now to
embrace remote work and hybrid teams.
We now know the deep connection video can provide.
We know that employee expectations have shifted. We
know that remote work can be as, if not more,
productive than being in-office. And we know that
employers need to pay attention in order to maintain
employee productivity, and to continue to retain and
recruit top talent.
Your business now has a remote workforce with different
needs, and companies that will ultimately succeed will
embrace and benefit from it. It’s time to rethink the way
you work, and rethink the products, tools and strategies
currently in place, or need to employ to better support
remote work and hybrid teams.
Thanks for taking the time to read our report. We hope you found it insightful and useful.
Reach out to kristin@owllabs.com with any press inquiries and questions.
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