Just as companies are catching up to the work-from-home world, employees have a new desire: work from anywhere.
With a majority of workers expressing interest in the digital nomad lifestyle, Aquent's 2022 Future of Work report reflects a steady appetite for more freedom in where and how we work. The survey findings point to one thing: remote and digital nomadic workers are here to stay. Digital nomads lead a location-independent,
Benefit advisers should encourage employers to build the
With about 3,500 employees surveyed, our report explores what marketing, creative and design talent want from the workplace now and in the future. Most notably, three in five employees want to live as a digital nomad within the next one to three years.
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Looking at these numbers, companies are doing themselves no favors if they continue to resist
With the growing popularity of this work-from-anywhere nomadic lifestyle, the benefits employees prioritize and prefer have also shifted. Aquent's survey found that previously popular benefits, such as unlimited paid time off (PTO), are waning in favor of maximum flexibility and comprehensive healthcare benefits that allow remote workers to get the care they need wherever they are.
The world is catching up to the digital nomad trend and organizations must build the processes and structure to support these changes. Already, 50 countries from Portugal to Bali to Iceland offer virtual nomad visas, allowing international workers to stay between six months and five years. Digital nomads may not be as drawn to unlimited PTO, but they will come with a new set of needs and require structure to balance their transient environment.
Among surveyed talent, our findings showed that digital nomad workers prioritize benefits such as detailed tax filing guidance that accommodates where they live and how frequently they relocate. Other valued areas include health insurance with robust national and often international coverage, as well as a formal contract that locks in their benefits and gives them career stability. Developing comprehensive benefit packages to answer these desires ensures employees can transition smoothly to the digital nomad lifestyle and mitigates increased turnover and a reduced talent pool for employers.
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Although the positives are numerous, a significant workplace culture shift is no small feat. Even employees who are eager to embark on the digital nomad lifestyle have hesitations that must be addressed. For instance, three out of four millennial and Gen Z professionals expressed concerns about their career progression in Aquent's survey. They worry about missing networking and mentorship opportunities if they choose a remote or digital nomad path. They want to know that they still will be afforded career and relationship-building opportunities associated with a traditional office setting. However, there is plenty of evidence that companies can lean on to assuage these concerns.
We have seen ample examples of successful employees working beyond the walls of a cubicle. For example, at Aquent, our top-performing direct hire
When employees are given the freedom to have a work-life balance and focus on their passions outside of work, they perform better. Organizations need to give all staff members the opportunity to follow their personal and professional aspirations simultaneously without fear of missing out on anything if they choose to work remotely.
Employees want the best of both remote and in-person work environments. With the right infrastructure and resources, employers can provide that. Prioritizing employee experience as fervently as the customer experience and building out the necessary framework for success will create a workforce that is made better by the collaboration between in-person, hybrid, remote and now digital nomad employees. Companies should place outcomes over office hours and focus on supporting the employees they have, wherever they are.
