2021 工作場所趨勢報告 - Glassdoor（英文版）.pdf

1、Glassdoor Workplace Trends 2021 By Andrew Chamberlain, Ph.D. Chief Economist, Glassdoor 5 Trends Reshaping How We Work After COVID-19 2 03 INTRODUCTION 27 CONCLUSION 05 Trend 1: Office life will return but it will never be the same 10 Trend 2: Employees expect progress, not just pledges, on corporat

2、e DEI 14 Trend 3: Salary expectations get a permanent WFH rehaul 19 Trend 4: Even the best company cultures must adapt to new post-COVID-19 realities 22 Trend 5: The COVID-19 recession is probably over, but these jobs may never return Contents GLASSDOOR WORKPLACE TRENDS 2021 GLASSDOOR WORKPLACE TREN

3、DS 2021 3 Its fair to say that 2020 has been a year like no other. A surprise global COVID-19 pandemic upended daily life and ushered in a whirlwind of previously unthinkable changes. How we hire, work and embody company culture changed overnight. An important lesson from history is that every crisi

4、s presents risks and opportunities. In 2020, COVID-19 devastated large parts of the economy, put millions out of work and created the most dire health crisis of the 21st Century. But it also overturned outdated beliefs about remote work, sparked companies to build programs that foster emotional and

5、cultural bonds between teams, and has put even the most vigorous company cultures through the crucible during historically trying times. Introduction GLASSDOOR WORKPLACE TRENDS 2021 4 Will COVID-19 have a lasting impact on hiring and workplace culture in 2021 and beyond? At Glassdoor, we have a uniq

6、ue vantage point during these times of crisis with access to millions of company reviews, salaries, job postings and more from around the world. Each year, we revisit Glassdoors massive database of workforce intelligence to distill the top workplace trends that we see unfolding in real time the bigg

7、est shifts we see in employee culture, recruiting, compensation, diversity and inclusion, and more. This report presents the five most compelling workplace trends we see emerging from Glassdoors window into the workplace as the COVID-19 crisis has unfolded. These trends are what we believe will take

8、 hold as the pandemic continues to unfold and assuming no other major unforeseeable event takes place in the coming year. Our goal is to offer our insights on how workers and employers can best prepare for these trends in the years ahead to hedge against the risks they pose and harness the opportuni

9、ties they create to build a better workplace of the future. These are challenging times. Yet we at Glassdoor remain optimistic about the future of work and hiring. Americas entrepreneurial culture has proven to be resilient, adaptable, and innovative in the face of many economic and social crises of

10、 the past. We hope you find this report to be an inspiring view of whats possible and use it as a playbook for reimaging what it means to be a great workplace in the new post-COVID-19 economy that emerges in 2021 and beyond. Andrew Chamberlain, Ph.D. Chief Economist and Director of Research Glassdoo

11、r GLASSDOOR WORKPLACE TRENDS 2021 5 Quick take: Millions of Americans are working from home in 2020. But we expect most will return to in-person workplaces at least part-time in 2021 once COVID-19 is under control. Remote workforces work best with at least some in-person office work. Fully remote te

12、ams have financial and recruiting benefits, but also suffer from lower spontaneity, more challenges forming bonds and lower innovation. Prepare for an unprecedented wave of experimentation and innovation around hybrid remote-in-office roles part remote and part in-office in 2021 and beyond. Trend 1:

13、 Office life will return but it will never be the same 5 GLASSDOOR WORKPLACE TRENDS 2021 6 Millions of Americans today are working from home during COVID-19. This year has seen a previously unimaginable boom in remote work with more than 4 in 10 U.S. workers doing their jobs full-time from home as o

14、f June 2020. This sudden and dramatic shift to remote jobs has sent shockwaves throughout workplaces. In-person teams have been split up, forcing employers to quickly revise company policies and deploy the IT infrastructure needed for fully remote work. Is work-from-home here to stay? While the COVI

15、D-19 crisis forced many employers to rethink outdated policies against remote work mostly for the best both history and data suggest that most workers will ultimately return to in-person work arrangements once its safe to do so. However, the lessons learned in 2020 about the value of flexibility and

16、 working-from-home will forever change companies openness to hybrid office environments. In 2021 we expect workers splitting time between home and the office to be a more common workplace policy. Benefits of Remote Work There are clear benefits of remote work for both employers and employees that 20

17、20 has made clear. Employers can now hire the best talent, anywhere. Lower commute times mean better employee health and morale. Research shows remote work can lead to big productivity gains for some individual-contributor roles. Plus, there are cost benefits too: Companies stand to gain substantial

18、ly from lower real estate, compensation and benefits costs by having a more remote workforce. Plus, offering flexible work schedules can be a low-cost way to help retain employees facing challenging child care and other home responsibilities. For all these reasons, there has been a rush to remote jo

19、bs in 2020. Both the number of remote-only job postings and job searchers for remote roles is up sharply on Glassdoor. To help facilitate matches in the growing remote-only hiring world during COVID-19 crisis, Glassdoor released powerful new tools allowing job candidates to find and apply to remote-

20、only jobs (see next). GLASSDOOR WORKPLACE TRENDS 2021 7 Glassdoor added new tools for finding remote-only jobs in 2020 Pitfalls of Remote Work While there are many benefits of remote work, history shows there are drawbacks too. In recent years major brands such as IBM, Yahoo!, Aetna, Bank of America

21、, AT for Black households, it was $17,150. Closing Americas racial economic gap starts by unlocking economic opportunity for all. In 2020, that has led to a surge in demands that employers make diversity, equity and inclusion (DEI) a core business function a shift we expect to accelerate in 2021 and

22、 beyond. Seismic Workplace Shift Roles dedicated to driving employers to take meaningful action towards a more diverse and inclusive workforce have been growing for years, both in the U.S. and abroad. According to recent Glassdoor research, 2019 hiring in the U.S. for DEI roles was rising at a 30 pe

23、rcent annual pace. In the wake of the May 2020 police killing of George Floyd, demands for employers to take concrete steps on workplace diversity and economic opportunity for Americans of color have galvanized support for taking DEI functions far more seriously in corporate America. Diversity and I

24、nclusion Job Postings on the Rise Globally, August 2019 Country United States81030% United Kingdom70106% Germany5279% France2653% Other4567% Total1,00337% Job OpeningsYoY % Growth Source: Glassdoor Economic Research ( GLASSDOOR WORKPLACE TRENDS 2021 12 Diversity Attracts Talent Diversity and inclusi

25、on are top of mind for job seekers today as well. According to a recent Glassdoor survey, more than 3 in 4 employees and job seekers (76 percent) report a diverse workforce is an important factor when evaluating companies and jobs. And about 1 in 3 employees and job seekers (32 percent) say they wou

26、ldnt apply to a job at a company where theres a lack of workforce diversity. We expect this to fuel the expansion of workplace diversity programs in 2021. To reinforce this rising global interest in and support for workplace diversity and racial equity, Glassdoor in 2020 launched a major new diversi

27、ty and inclusion product for employers, allowing them to share workforce diversity goals and increase transparency around where employers stand relative to those goals. In addition, the celebrated Glassdoor company review survey was expanded to allow workers for the first time to anonymously rate an

28、d review their company with respect to diversity and inclusion and to share their own demographic information, thereby helping to bring more transparency to this critical workplace attribute. GLASSDOOR WORKPLACE TRENDS 2021 13 New features on Glassdoor allow employers to share diversity and inclusio

29、n goals, and allow employees to rate and review them. Source: Glassdoor Racial injustice and economic inequality have come to the forefront of public consciousness in 2020. Despite decades of data showing dramatic racial pay and wealth disparities around the world, discouragingly little progress has

30、 been made. In 2021 and beyond, more companies will be seen as having a responsibility to make progress toward righting racial inequality and injustice within their workplaces. Corporate DEI roles to put those plans into action are here to stay. GLASSDOOR WORKPLACE TRENDS 2021 14 Trend 3: Salary exp

31、ectations get a permanent WFH rehaul Quick take: Millions of Americans are thinking about moving to new cities while working from home. If they do, brace for big salary adjustments in 2021 as workers face a shifting competitive landscape. Tech workers decamping from expensive metros like San Francis

32、co and New York could face eventual pay adjustments of -5 percent to -30 percent depending on where they move. Workplace perks like free catered lunch and company parties are on hold during the pandemic. But theyll return in 2021 as teams scramble to rebuild social bonds and reignite a spirit of inn

33、ovation once the pandemic is under control. 15 Millions of Americans are working from home during the COVID-19 pandemic. Many are considering relocating particularly workers living in congested and high cost of living cities like San Francisco and New York. This has created a pay conundrum for emplo

34、yers in 2021: Should pay be adjusted for fully remote workers who choose to relocate to new cites? Opinion on this topic runs the gamut, from those who advocate for fully adjusting pay based on local cost of living to those who argue for a flat pay structure for remote workers. Although every worker

35、 is different, and its not possible to predict a single base pay adjustment thats appropriate for every employee, we predict a tidal wave of comp adjustments in 2021 as many tech and professional services workers go remote and move away from company HQs. Why Pay Differs by City, Even for Remote Work

36、ers Throughout history, wages have always varied widely among cities and countries, even for the same job. Why? A common misperception is that pay varies because of cost of living. But in fact, the reverse is likely to be true pay differences across cities and countries are partly what drive differe

37、nces in cost of living, simply because one important resource is always in short supply and cant be transported: housing. That makes the cost of living expensive in places where highly productive workers bid up the cost of housing and more affordable in underdeveloped places with low productivity an

38、d wages. When workers go fully remote and move to new cities, they remove themselves from the local labor market that initially determined their pay. Once they move, they are subject to the market forces of a very different labor market. Pay for fully remote workers will be partly influenced by the

39、in-person jobs available in the economy where they locate if they locate in places with many jobs, they will have stronger bargaining power and higher pay and is partly influenced by the global supply and demand for their skills. Unlike in-person workers, fully remote workers essentially compete wit

40、h the global supply of all other workers, in every country, who are also remote a job market that is almost certainly more competitive than any in-person labor market in the U.S. For these reasons, once the dust settles on millions of employee relocations, we expect a wave of pay adjustments in 2021

41、 for fully remote workers, whether or not they move to new cities. Once local labor markets have adjusted to a wave of newly remote workers, the equilibrium pay for workers whove left expensive, congested metros like San Francisco and New York for smaller cities will almost certainly adjust downward

42、 as the interplay among supply, demand and productivity unfolds across cities. GLASSDOOR WORKPLACE TRENDS 2021 GLASSDOOR WORKPLACE TRENDS 2021 16 How Much Will Pay Adjust? We recently estimated what might happen to base pay for 25 of the most common job titles today if newly remote workers were to d

43、ecamp to new U.S. metros. The results were eye-opening: Pay for tech workers leaving SF and NYC could adjust substantially, as both cities currently pay a large location premium that will likely be lost by those who relocate. Software engineers, software developers and product managers leaving SF co

44、uld see an average base pay cut of -24.8 percent, -21.3 percent and -23.1 percent, respectively, across the 30 cities we examined. Leaving from NYC, the average base pay cut for these same jobs is -12.2 percent, -10.4 percent and -9.6 percent, respectively. On average across the 25 jobs we examined,

45、 workers leaving San Jose can expect the largest downward base pay adjustment of -24.6 percent among the 30 cities we examined, followed by San Francisco (-21.7 percent), New York City (-9.8 percent) and Seattle (-9.7 percent). By contrast, workers moving away from Denver, Minneapolis and Houston wo

46、uld on average see base pay adjust by less than 1 percent. GLASSDOOR WORKPLACE TRENDS 2021 17 Glassdoor released a web app to help job seekers estimate pay shifts relocating to new cities while working remotely. GLASSDOOR WORKPLACE TRENDS 2021 18 What About Office Perks? During the global pandemic,

47、nearly all in-office perks like catered lunches, free snacks, employee events, on-site exercise facilities, video games and more have been placed on hold. Does that spell the death of workplace perks in 2021 and beyond? For several reasons, we think the answer is “no”. Once a vaccine becomes widely

48、available, we expect a critical mass of office workers will return to offices. When they do, the same competitive forces will likely lead to a return of many office perks. One of the most important organizational lessons learned by tech and other knowledge-work employers in recent years is that cert

49、ain office perks are an important fuel for innovation and culture building. In-office catered lunches have never been mainly about the food they are a valuable way to get employees to share ideas, brainstorm and network over the lunch hour, fueling serendipity, innovation and creativity. Offering video games at work may have began as a way to attract Millenn