www.owllabs.com

Introduction

2021 WAS
THE YEAR THE
WORLD STAYEDREMOTE.

As the pandemic continued to evolve throughout the year, so did theway we work. Employee expectations permanently shifted, with manychoosing to resign for a better work life balance or more flexibility
in where and when they work. And with nearly 70% of full-time U.S.
workers having worked remotely - with many still doing so - employers
started adjusting their workplaces to fit a new hybrid working model.
For the 5th Annual State of Remote Work report, Owl Labs, incollaboration with leading remote work consulting firm Global
Workplace Analytics, surveyed 2,050 full-time workers in the U.S. tolearn more about the current state of remote and hybrid work andwhat lies ahead. This survey data was collected in September of 2021.
We learned that productivity didn’t suffer, with 90% of respondents
that worked from home during the pandemic saying they were as
productive -- or more -- working remotely when compared to theoffice. 84% of respondents also shared that working remotely after the
pandemic would make them happier, with many even willing to takea pay cut. Employers, listen up, if you haven’t adjusted and created
new workplace policies yet, read on to understand why you should.

STATE OF REMOTE WORK 2021

2

Executive Summary

Key Findings
Of those that worked from home during the pandemic,
73% have returned to the office at least one day a
week, with 25% returning in September 2021
Of those that have returned to the office, 78% saythat they feel more included, and 57% say thatthey prefer working from home full-time
1 in 4 changed jobs or are actively seeking
a new opportunity for many reasons
20% of workers said they relocated during
the pandemic, 4% moved permanently
Of those that worked from home during the pandemic,
70% of employees say virtual meetings are less stressful
83% say they are at the same productivity level -- orhigher -- working from home compared to the office

55% say they work more hours working
remotely than at the physical office

70% want a hybrid or remote working
style after the pandemic is overOf those that worked from home during the
pandemic, almost 70% needed to provide care forchildren or a dependent during the pandemic

39% of employers are requiring
employees to be in the office full-timepost-pandemic, but only 29% want to be

76% said working from home after the
pandemic would make them happier

38% said that their employer has upgraded their video
technology to allow for more hybrid collaboration

3 in 4 (74%) said after the pandemic working
from home is better for their mental health

Since the start of the pandemic, 22% ofcompanies have reduced office space, while
21% have increased their office footprint

38% said they would be willing to take a 5% pay
cut to work remotely at least part of the time

Only 36% of people believe the office isbest suited for individual work

1 in 4 would quit their job if they could nolonger work remotely after the pandemic,
with an additional 19% still undecided

STATE OF REMOTE WORK 2021

3

Table of Contents

PAGE 5SECTION 1

PAGE 15

Hybrid work isn’t
going anywhere
PAGE 8SECTION 2

SECTION 3

What working fromhome really looks like

PAGE 25

The benefits ofworking from home
PAGE 19

Employer needs vs.
employee expectations
PAGE 11

SECTION 4

SECTION 5

The next normal leadership, listen up
PAGE 28

Digging deeper by demos

PAGE 23

SECTION 6

Workplaces + spaces
must evolve

SECTION 7

Conclusion

PAGE 29

APPENDIX

Background +demographics

STATE OF REMOTE WORK 2021

4

SECTION 1

Hybrid work
isn’t going
anywhere

The global pandemic transformed
how we work overnight - andbecause of this, we’ve officially fasttracked to the future of work.
You’re probably quite familiar withsome of the major shifts that have
happened in the past 18 months(‘Zoom’ is officially a verb now, so
there’s that). However, there is
one notable change that sticks
out above the rest: employees
now expect flexibility in not only
where they work, but when.
In fact, nearly 1 in 2 people (48%)
said that if they were no longer able
to work remotely, they would start
looking for another job that offered
more flexibility in when they worked,
with men saying they would quit nearly
60% more than women. In the U.S.,
81% of those that worked from homeduring the pandemic said they want a
hybrid or remote working style oncethe pandemic is over. This shows there
is a clear path forward post-pandemic.

STATE OF REMOTE WORK 2021

5

Hybrid Work isn’t Going Anywhere

Flexibility is essential for workplace success.

Of those that specifically worked from home during the pandemic:
If they were not able to work remotely going forward...

How many people worked -- or are stillworking -- from home during the pandemic?

REMOTE VS. ONSITE

1 IN 3 (32%)

said they would quit their job withan additional 18% still undecided

69%
31%

Working or
worked remoteduring the
pandemic
Working or
worked onsite

MORE THAN HALF (56%)
would quit or look for a new job thatoffered flexibility in when they work

58%

would expect a pay raise

NEARLY HALF (48%)
would stay in their current role, but would
be less willing to go the extra mile

STATE OF REMOTE WORK 2021

6

Hybrid Work isn’t Going Anywhere

What is the modern employee looking for from their employer?
100%

97%

96%

76%

75%

Total

95%

92%

68%

58%

91%

91%

60%

58%

PRIORITIES

80%

Very
important

87%
60%

Important

79%

79%

46%

45%

60%

40%

34%

31%

27%

20%

21%

33%

33%

34%

27%

21%

0%

sk
de
d
te
ca e
di ffic
De o
or
k
or e
w her
to w
y ny
ilit a
Ab m
re
o
fr
he
w
in
y
ilit rk
ib o
ex w
Fl ey
n
th
he
w
in
y
ilit rk
ib o
ex w
Fl ey
th
th
w
ro iesr g nitee uar ort
C pp
o

s
ie

ng it
ni un
ar ort
Le pp
o

gy

at
ns

pe

d olo
oo n
G ech
t

om

e
th c
al ran
He u
s
in
n
io

C

STATE OF REMOTE WORK 2021

7

SECTION 2

Employerneeds vs.
employeeexpectations

As the workplace has changed, so
have employee expectations. Those
who worked from home during the
pandemic have now experienced thechallenges and benefits of remote
work firsthand. Because of this, thequestion becomes: do employees’
new expectations align with what
employers are planning to offer
post-pandemic? Not exactly.

But as companies reopen,
it’s important that every
employer takes a stepback to evaluate how theircurrent workplace policies
and practices impact theirbusiness and their employees.

Take the return to the office. Of the
respondents that worked remotely
during the pandemic, 60% havereturned to the office in some
capacity over the past six months.
It’s encouraging to see businessesof all sizes open their doors again.

39% of employers are requiring
employees to be in the office fulltime post-pandemic, but only 29%
want to be. And 1 in 4 (25%) of total
respondents say they would quit
their job if they could no longer
work remotely after the pandemic.
Hybrid work is clearly what employees
expect going forward, but don’t
dismiss the physical office. Employees
also want days in-office to meetwith their teams, engage withleadership, brainstorm and more.

STATE OF REMOTE WORK 2021

8

Employer needs vs. employee expectations

RETURN TO THE OFFICEOf those that worked from home during the pandemic, 73% have returned tothe office at least one day a week, with 25% returning within the last month

27%
25%
21%
13%
8%
6%

have notreturned to theofficereturned one
month ago

REMOTE VS. ONSITE

Employers may have to reconsider their plans.

Of those that havereturned to theoffice:57%

say that they preferworking from homefull-time

returned 2-3
months ago
returned 4-6
months ago
returned 7-12
months ago
returned 13-18
months ago

42%

say they are feeling stressed
about uncertainty around theiremployer’s in-office requirements

STATE OF REMOTE WORK 2021

9

Employer needs vs. employee expectations

Employees’ preferred working arrangement vs.
what their employer is requiring them to do:

Overall, how are employees feeling right now?

100%

Preferredworkingarrangement
Employerrequirement

83% trusted
75% valued

60%

40%

FEELINGSHYBRID EXPECTATIONS

80%

39%
34%
29%

27%

75%

50%

25%

73% empowered tomake decisions
72% like their voice is
heard

26%
20%

20%

100%

73% that they aretreated equitably

4%

5%

7%

0%

ot
sn d
ha te
er ica
oy n
pl mu
Em m
co et
y

y
el
ot
m lly
re a
k on
or si
W cca
o

ly

e
ot
m
re
k e
or tim
W ullfke
ce we
offi ae ys
th a
In -4 d
1

ce
offi
e e
th timIn ullf

STATE OF REMOTE WORK 2021

10

SECTION 3

What working
from homereally looks likeToday’s remote employees
have to balance a
number of roles whileworking from home.
Whether they are a parent, caretakeror pet owner, many employees havebeen challenged with fulfilling theneeds of their employer with the needsof their families or households. Maybe
that’s why it’s called work-life balance.

One trend that surged during the
pandemic for employees: moving.
Many have moved - both temporarily or
permanently - to better accommodate
their needs and the needs of theirfamilies. Of those that worked fromhome during the pandemic, morethan a quarter (27%) relocated duringthat time, with younger employees(ages 21-40) temporarily relocating
14X more than older ones (ages 40+).

STATE OF REMOTE WORK 2021

11

What working from home really looks like

Here’s a better picture ofwhat a modern ‘home office’looks like.

Of those that worked from home during the pandemic,
the most popular places to work are:
100%

80%

40%

of employers provided a
one-time payment to employees
for work from home expenses...

WHERE TO WFH

73%

60%

40%

39%

39%

38%
31%

29%

25%

24%

21%

20%

0%

t

se

r
oo

d
ut

lo

C

O

n
he

s

or

e
ac

sp

op
sh nt
ee ra
off au
C est
r

tc
Ki

ng
ki

or

ow

C

om
ro

m

ce

offi

ch

ou

C

ng

ni
Di

e

oo

dr

Be

m
Ho

35%

of employers provided
a monthly stipend

STATE OF REMOTE WORK 2021

12

What working from home really looks like

100%

Employees
who worked
from homeAllemployees

Of those thatworked from homeduring the
pandemic, 63%
needed to provide
care for children ora dependent during
the pandemic

About one fifth (21%)
cared for children
under 5More than one third(38%) had children 5-11
in their care

100% 75% 50% 25%

More than one third(35%) had children
11-18 in their care

60%

40%

42%

Many moved during the pandemic (some more than once). Of those that moved:
34%

28%
22%

20%

11%

9%

0%

Adopted a dog

Adopted a cat

Had a pet certified
as an emotional
support animal

RELOCATIONPANDEMIC PETS

80%

CARETAKERS

Of those that worked from home during the pandemic,
1 in 2 (51%) adopted a pet

78% movedfrom an urban
location

47% movedfrom a suburban
location

41% moved toanother state

58% movedfrom an urban
location tosuburbia

Urban

23% movedfrom suburbia
to an urban
location

Suburban

20
%m
oved
from

24% movedfrom suburbia
to a rural
location

Rural

13% moved toanothercountry

tion
a
c
l lo
an urban to a rura

STATE OF REMOTE WORK 2021

13

What working from home really looks likeOf those that permanently moved while working
from home during the pandemic:
Ages 26-40 accounted for approximately
2/3 of the move from urban tosuburban (68%) and urban to rural(63%), and more than half (57%) of
the suburban to rural moves

Boomers represented the largest
portion of the group that moved
from rural to urban (40%)

Boomers represented the largest age
group to move to another state (35%)

Millennials represented over half (50%)
of the moves to another country(followed by Gen X at 33%)

Takeaway: Younger generations moved to suburbia
when older generations moved to urban areas.

STATE OF REMOTE WORK 2021

14

SECTION 4

The benefitsof working
from home

For many, transitioning to remote work
started with setting up a dedicatedworkspace, learning new virtual
collaboration tools, and adapting to
new ways of engaging with colleagues
and clients virtually. But that was all
temporary, right? Not so much.
Today, these same employees thathave become remote work pros
are evaluating what their return tothe office looks like - with many
asking if they will return at all.

The modern workforce has a new setof needs and expectations - with only
1% of employees that worked fromhome during the pandemic saying
they are less productive, provingthat remote and hybrid work has tocontinue to be part of the equation.
That said, managers are still skeptical.
For those that manage remote workers
and teams, 36% are concerned about
employee productivity and 36% areworried about reduced focus.
It’s clear that employees are seeing
and feeling the benefits of remote
work, but there are also drawbacks- long hours, increased stress, andof course, burnout. Managers andemployees must work together
to overcome these challenges.

STATE OF REMOTE WORK 2021

15

The benefits of working from home

There are clear benefits to working from home.

For those that worked from homeduring the pandemic:

For those that worked from home during the pandemic, being able to work fromhome -- at least some of the time -- post-pandemic said it would make them:
100%

80%

84%

83%

82%

79%

79%

79%

78%

75%

72%

PAY CUTSWFH POST-PANDEMIC

86%

60%

40%

100%

75%

50%

25%

Almost 1 in 2 (46%) would
take a pay cut of up to
5% to be able to work
remotely at least part of
the time in the future
40% would take a pay
cut of up to 10%

20%

37% would take a pay cutof over 10%
0%

to
ed b
in jo
cl e rin on ee e thor os noM ho r a avec ee
ov to l er
y y
el lo
lik mpss r e
Le ei
th
ir
to he
y t
el nd
lik e
e m y
or m n
M co pare om r
c
ei es
th ar
e rc
lik ye
el lo
d
Fe p
te
em
us
tr
e
or
m
el
Fe
ed
ss
re
st
ss
Le
r
ei
th th
or al
r f l hette taBe enmfe
to -li
e k
bl or
ra ew
tte ag t
Be an ic
m onfl
c

r
ie
ort
pp
pp
Ha
su
to
e t
bl en
r a es ily
tte pr m
Be be fa
+ ithw

STATE OF REMOTE WORK 2021

16

The benefits of working from home90%

For those that worked from homeduring the pandemic:

PRODUCTIVITYPRODUCTIVITY

Of those that worked fromhome during the pandemic:

67% are moreproductive whileworking at home

100%

75%

50%

25%

24% said theirproductivity is thesame working fromhome
1% feel much lessproductive working
remotely

say they are at the same productivity
level -- or higher -- working fromhome compared to the office

STATE OF REMOTE WORK 2021

17

The benefits of working from home

But, there are also drawbacks.
When it comes to gender:

WFH HOURSHow much do employees really work at home?

55%

say on average
they work more
hours than at
the office33%

say they work
the same hours
than as at theoffice12%

say they work
fewer hours
than at theoffice30% OF MEN AND 21% OF
WOMEN REPORTED WORKING
2+ EXTRA HOURS PER DAY
Employees are working significantly more,

YET ONLY 11% OF MANAGERS
ARE CONCERNED ABOUTEMPLOYEE BURNOUTSTATE OF REMOTE WORK 2021

18

SECTION 5

Digging deeper
by demosFor decades, employers haverecognized that every employee
operates differently. Some companies
choose to administer personality-liketests in the workplace - like MyersBriggs for example - to learn more
about how their employees workcollectively and independently.
The pandemic threw some employers
and employees for a loop, with many
employees having to rethink their workroutines and habits basically overnight.
And some of these adjustments haven’t
been easy. In fact, they’ve exposedsome inequities between coworkers.
One challenge - employees arenow split across locations making
it harder for everyone to be part ofthe conversation and collaborate.
In fact, 70% said it’s often or always
difficult to contribute or be part of aconversation when on video calls, 72%
said they can’t tell who’s speaking,
63% can’t see people’s faces, and
62% can’t see the whiteboard. On
the other hand, 71% said it’s easier topresent on a video call than in person.

Let’s take a look at
a few other trendsby age, gender,
and location.

STATE OF REMOTE WORK 2021

19

Digging deeper by demos

Generational differences
Of the 25% that quit or are looking to change jobs
during the pandemic, Gen Z accounted for:

Millennials represent thelargest percentage at
60%, compared to
100%

75%

50%

25%

25% Gen X
8% Boomers

CHANGING JOBS

GENERATIONS IN THE OFFICEOf the 73% of employees that havereturned to the office at least one day
a week:62%

7% Gen Z...compared to just 4% of Boomers

STATE OF REMOTE WORK 2021

20

Digging deeper by demos

When it comes to gender, not all things are created equal.
Men are 41% more likely than women towork 10+ additional hours/week...with women reporting working the same number ofhours as they did in the office 56% more than men

If they could no longer work remotely:

Men say they would stay at their job, but beless happy 34% more than women
Men say they would expect a pay
increase 34% more than women

For those that moved, the reasons varied:

Men were 6X more likely to relocate to start
their own business than women
Women were nearly 2X more likely to
relocate for a better lifestyle
Women were more likely to relocate to
be closer to family and friends

For those who worked from home and are now back in the office:Men said they enjoyed the commute tothe office 55% more than women
Men said they enjoyed being back in theoffice 24% more than women

STATE OF REMOTE WORK 2021

21

Digging deeper by demos

Of the 69% that worked from home during the pandemic,
they learned a few things. Top challenges when on a video callwhile others are in-person:
They can’t tell who’s speaking
It’s difficult to contribute or be part of a conversation
They feel disengaged
They can’t see people’s faces and miss visual cues
Can’t see the whiteboard
Can’t see the presentation
They feel left out

Those that worked from home during the pandemic say thatwhen participating in meetings remotely compared to in-person:
100%

REMOTE MEETINGS VS. IRL

VIDEO CALL CHALLENGESWFH vs. in-office

80%

71%

70%

67%

66%

66%

60%

40%

20%

15%

0%

s
ta
no iveas ct
w u
It rodpn
es tio lak pa ua
m ici qIt rt e e
pa or
m

e

r t
ie bu
as tris e onIt’ o c
t

ive
ct

du
ro
sp n
t a rsous e ss j -p g
It’ in tin
as ee
m

ul

sf
es

tr
ss
es

sl

It’

o
rt
ie o
as t ts e en p
It’ es ou
pr gr
a

64%

of employees that worked from home during
the pandemic said that their top meeting stylepreference is a hybrid video conferencing call

STATE OF REMOTE WORK 2021

22

SECTION 6

Workplaces+ spacesmust evolve

The rise of hybrid work forced manyorganizations to operate differently,
and because of this, the physicaloffice space has taken on a new
identity. An office used to be a place
where employees would gather daily
to do individual work, group workor socialize. Every space had its
own characteristics - at one point,
relaxation rooms were all the rage.
Don’t get us wrong, there is absolutely
a need for physical offices. In fact, of
those employees that have returned
to a physical office, 78% say thatthey feel more included when at theoffice. It’s just, the reason people
will come to the office and how

they will use it has changed so thephysical space must change, too.

In this new era of work, if aspace isn’t wired for hybrid
collaboration, it’s now awasted space. It’s reallythat simple.
Collaboration has always been at
the center of work, but with hybrid
workforces, the tools and spaces people
collaborate in need to be elevated.
To date, only 38% of employers haveupgraded their video technology
to improve hybrid collaboration.
There’s room for improvement.
It’s clear that seamless connectivity andcollaboration is key for those both in andout of the office, which is why employers
need to step up and rewire their offices,
so that employees can do their best
work, wherever they are located.

STATE OF REMOTE WORK 2021

23

Workplaces + spaces must evolve

The current state of office space
Only 36% of people believe the office
is best suited for individual work

Roughly one-third of employees
always or often experience
difficulties on video calls

CHANGES IN OFFICE SPACEOf those that worked from homeduring the pandemic, 70% say virtual
meetings are less stressful and 64%
now prefer hybrid meetings

Since the start of the pandemic,
companies have:

24%

22%

Expanded meeting room +collaboration spaces

Closed the office

22%

21%

Reduced office space

Increased theiroffice space

18%
Implemented hot desking

The largest employers (10k+ employees)
and smallest (1-50 employees) wereleast likely to have expanded spaces
More than 3 in 10 small to midsize employers(200-5k employees) increased space
More than a quarter of midsize tolarge employers (500-5k employees)
added the option of coworking
space for some or all employees
The largest employers (10k+ employees) and smallest (1-50
employees) were least likely to do so at 9% and 11% respectively

One-third of midsize employers (5001k employees) reduced office space

STATE OF REMOTE WORK 2021

24

SECTION 7

The next
normal leadership,listen up

As an authority on the future of work,
we are always looking towards, well the future. So, if hybrid work is here
to stay, what’s next? Many companies
are looking beyond today to build
more progressive workplace policies
that will help employees thrive.
Employee engagement has always
been at the forefront of the mindsof companies of all sizes and allindustries for a simple reason: engaged
employees produce better work.
And with 1 in 2 (49%) managers whooversee remote workers concerned
about employee engagement, it seems
to be the topic on everyone’s mind.
So what happens if employees
aren’t engaged? Well, for one
thing, they look to leave. 1 in 4changed jobs or have been actively
seeking a new opportunity during

the pandemic. Women changed
jobs 43% more than men - yes,
you read that correctly, 43%.
To avoid employees leaving, but inhopes of saving their bottom line,
some companies announced salaryadjustments for those working fromhome. That also didn’t go over well.
81% of employees said they should
be compensated the same whether
they work in-office or remotely.

Leadership must
rethink their workplaceculture to be more
inclusive of remote andhybrid work - this is
the next normal.

STATE OF REMOTE WORK 2021

25

The next normal - leadership, listen up

Of those that changed jobs during the pandemic or who are
actively seeking a new opportunity, they are looking for:

Employees are stressed:

100%

90%

88%

88%

87%

84%

82%

41% are stressed about
having a meeting with
their manager torequest to work from
home

60%

STRESSJOB SEEKING

80%

40%

100%

75%

50%

25%

38% are stressed about
the uncertainty ofneeding to take a pay
cut to work remotely
37% are stressed about
not feeling seen orheard as a remote
employee and feelinglike a second-citizen to
in-office employees

20%

0%

in
y
lit rkbi oxi w
fle ey
e th
or n
M he
w

s
es

r
st

n

io
at

in
y
lit rkbi o
xi y w
fle e
e th
or re
M he
w

er

w

Lo

r ns
tte pe
Be om
c

fe
-li

k
or
rwe
tte ncBe alabreear ityr c untte ortBe pp
o

STATE OF REMOTE WORK 2021

26

The next normal - leadership, listen up

Top future working trends:
100%

Total
Very interested

87%

THE FUTURE OF WORK

80%

53%

84%

84%

49%

48%

Interested

82%
37%
68%
29%

60%

60%
26%

40%

56%

56%

28%

27%

28%

29%

Interested inholograms

Interested in
virtual reality

45%
34%

35%

39%

36%

34%

20%

0%
Interested in
10-hour/4 day
work weeks

Interested in flexible
policies that will not
require them to be in theoffice specific times

Interested in working
from anywhere

Interested incore hours

Interested in having large
screens dedicated toevery employee

Interested in working
from a coworking
space

STATE OF REMOTE WORK 2021

27

Conclusion

The pandemic has proven thatanything can happen to disrupt ourpersonal lives and businesses without
notice. The good news? We learned a
few things in the past two years, andnow we can all prepare. We can all
set ourselves up for future success.

rather than “let’s just survive
this crisis”. The reality is, mostbusinesses were forced remote,and are now hybrid. We all need towork together to create a new way
of working that is productive forbusinesses and employees alike.

We’ve had a forced try because of
the pandemic, but now is the time
to be proactive and strategic withour business decisions and priorities.
Implement the right strategies, tools,
products, processes and expectations
to navigate any future disruptions.
Your employees will thank you for it.

Thanks for taking the time toread our report. We hope you
found it insightful and useful.

Successful companies are the ones
thinking about long-term strategy

Reach out to press@owllabs.com withany press inquiries and questions.

STATE OF REMOTE WORK 2021

28

SECTION XAPPENDIX

Background +demographics

Automotive
Consulting/Professional Services
Education
Entertainment/Hospitality
INDUSTRY

Owl Labs in collaboration with Global Workplace
Analytics (GWA) surveyed 2,050 full-time workers in the
United States between the ages 21 and 65 at companies
with 10 or more employees and a 50/50 gender split.
This survey data was collected in September of 2021.

Architecture, Construction + Engineering

Financial, Insurance + Real Estate Services
Government
Healthcare
Manufacturing
RetailTechnology
Telecommunications
Transportation
Other

STATE OF REMOTE WORK 2021

29

Background + demographics

51 - 200
201 - 500
501 - 1,000
1,001 - 5,000
5,001 - 10,000
10,001+ROLE

COMPANY SIZE

10 - 50

35%
7%
32%
11%
2%
5%
8%

Individual
Contributor

Consultant

Manager

Director

Vice President
Senior/Executive Vice
President
Founder/
C-Level

STATE OF REMOTE WORK 2021

30

Gen Z: 7%
Gen Y/Millennials: 48%
100%

75%

50%

25%

Gen X: 30%
Boomers: 15%

CARETAKER ROLE

AGE/GENERATION

Background + demographics

30%
59%
11%

I do not havechildrenI have children
living at home
I have children,
but not living
at homeSTATE OF REMOTE WORK 202131AboutOwl Labs is a collaborative tech company revolutionizing how
the world communicates, through its inclusive and immersive
video experiences. Built for modern businesses, Owl Labs isdedicated to empowering hybrid and remote organizations with
its award-winning technology and robust product suite. The
company’s flagship product, the Meeting Owl Pro, features awifi-enabled, 360-degree camera, microphone, and speakerwith Owl Labs’ proprietary AI technology, that automaticallyfocuses on the speaker using audio and visual cues. In 2020,
the Meeting Owl Pro was honored as one of TIME’s 100 Best
Innovations. Owl Labs continues to champion the hybrid work
conversation with its annual State of Remote Work reports.
To learn more about Owl Labs and to join the work and learn
from anywhere movement, visit www.owllabs.com.

Global Workplace Analytics is a research-based consulting
firm that has been helping employers launch and optimize
distributed workplace strategies for nearly two decades. The
firm’s proprietary tools include a database of over 6,000 research
papers, case studies, and other documents related to where andhow people work and a Hybrid/Remote Work Savings Calculator©
that a report to Congress described as “comprehensive and basedon solid research.” Kate Lister, president of Global Workplace
Analytics, is a recognized thought leader on the future of workand trusted source of insights for news outlets including the New
York Times, Washington Post, Wall Street Journal, Newsweek,
and many others. In June of 2020, She was one of only threewitnesses invited to testify before a U.S. Senate committee on
the post-pandemic potential for remote work in government.

STATE OF REMOTE WORK 2021

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