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Boredom gets a bad rap. But science says it can actually be good for us

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We live in a fast-paced society that subjects us to information overload and high stress. It might be time to embrace the pause.

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Simon Sinek: You're Being Lied To About AI's Real Purpose! We're Teaching Our Kids To Not Be Human!

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How Stanford Teaches AI-Powered Creativity in Just 13 MinutesㅣJeremy Utley

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May 8th - Brain overload and multitasking

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May 8th - Brain overload and multitasking

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February 27th - Choosing between red and blue

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February 27th - Choosing between red and blue

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Chapter 11
Crowdfunding can get you money to build a business, and the attention to build a customer base.

Indiegogo (rewards/donations)

Equity crowdfunding and brokers

Sometimes called debt crowdfunding, peer-to-peer lending works in a similar way to a term loan from a bank. But instead of getting the money from an institution, you get the money from individual people. You can learn more in the chapter on peer-to-peer lending .

Rewards-based crowdfunding

Equity-based crowdfunding

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How Crowdfunding Works |Financing Your Business

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Crowdfunding can get you the money to build a business and the attention to build a customer base. We'll take you through the basics.

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February 13th - Choosing between red and blue part I

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February 13th - Choosing between red and blue part I

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February 6th - Why Americans love iced coffee

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February 6th - Why Americans love iced coffee

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This week, Benja my younger brother started his studies at UADE. He picked the afternoon shift (1-5PM)

shift

the morning hours/shift

We receive some questions in the morning, but issues to be dealt with appear in the afternoon.

I asked him to be honest and communicative with me.

to be in two minds

on the one hand, it's positive because there is trust, it's also fun.

As you have this trust in your relationship

But he took that decision, and he told me he would do both college and work.

If we weren't brothers, we would have

a different conversation.

test the waters

I'm trying to prepare everything, purchasing or buying in bulk

fully stocking

I'm trying to forecast and anticipate future scenarios

let them know I'll be away

and that there'll be people in charge in my absence

If you want to anticipate your orders, move or put your purchase forward

I'm also preparing myself to lay control down

to let control go

It probably won't make such a difference, we've been working together for a year and he's demonstrated

Sometimes, when you give feedback, he takes it as if you're blaming him for the mistakes.

getting defensive

the next step is to conduct a personal reflection

analyse, improve, ask yourself: how can I avoid it?

acceptance

he's at a point where he feels

he's got that personality of non confrontation, avoiding conflict

https://www.kickstarter.com/

investment pool

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December 12th - Are we experiencing a specialty coffee brain drain?

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December 12th - Are we experiencing a specialty coffee brain drain?

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Table of Contents

Intro

What Is the Gig Economy?

20 Essential Gig Economy Statistics

Gig Economy Statististics for Those Who Choose This Type of Work and Are Happy With It

Gig Economy Statistics-Employers' Perspective

Gig Economy Stats-Gig Workers by Necessity

Gig Economy Stats-Impact of Technology

Gig Economy Statistics-Developing Economies

Key Takeaway

About Zety's Editorial Process

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With the total nonfarm payroll employment falling by 20.5 million in April, as well as the unemployment rate rising to close to 15% percent, many Americans will be forced to take on new means of making a living.

In a post-pandemic world, many job seekers will look towards the gig economy for answers.

That's why we dug into some of the most compelling research on the gig economy to show you the magnitude of this phenomenon, the shape it's in, as well as current and future trends.

Gig Economy Definition

Gig economy statistics show a free market system where organizations and independent workers engage in short-term work arrangements. BLS data suggest that in 2017 the US gig economy had 55 million participants. It's estimated that 36% of US workers take part in the gig economy and 33% of companies extensively use gig workers.

The word "gig" refers to the transient nature of the job itself.

Gig Economy Examples

The gig economy definition encompasses all sorts of contingent work arrangements, for example:

Freelancers

Consultants

Independent contractors and professionals

Temps (temporary contract workers)

The gig economy is not a new phenomenon-freelancers have been around for a while. So have consultants, temps, and so on. The reason why the gig economy has been under scrutiny for the past couple of years is that technology has lowered barriers to entry so much that "gigs" have become easily accessible to an unprecedented number of people.

What was perceived as a side hustle only a couple of years ago, turned into a trillion-dollar industry with millions of participants.

Because of the very technology that made all this possible, it became increasingly hard to clearly classify what counts as part of the gig economy and what doesn't.

What's more, studies vary so much in terms of their design that many arrive at conflicting conclusions. Just like in the case of the Contingent Worker Supplement from the BLS and the study conducted by Alan Krueger of Princeton University and Larry Katz of Harvard University-with the latter saying that the gig economy is rapidly growing and the former that it's slowly shrinking.

So-

Let's get in sync on the definitions first.

Say gig economy and people will think of:

Uber/Lyft drivers

TaskRabbit workers

Airbnb landlords

Online marketplace sellers

Volunteers

Artists

But the list should also include:

On-call workers

Multiple job holders

Contingent and part-time workers

Highly skilled contractors

Seasonal workers

Consultants

And many others

Gig economy participants sometimes treat their gigs as their main source of income, and sometimes as a secondary one. Some of them are highly skilled and this mode of work is their choice, some are unskilled and have no alternatives.

The statistics we present below come from multiple independent studies and cover all aspects of the gig economy to show what it looks like from several points of view.

Since the sheer variety of gig economy participants is huge, each study falls back on different terminology to refer to them:
MBO Partners distinguishes several types of so-called independents.
A full-time independent denotes a person working over 15 hours a week who chose this particular mode of work and doesn't plan on altering it in the foreseeable future.

Part-time independent refers to those who regularly work less than 15 hours a week and treat their gigs as a way to supplement their usually insufficient monthly income.

Occasional independents encompassess those who do independent work sporadically, but at least once a month.

None of these terms, however, indicates the type of work performed by the person. So, a full-time independent could refer to a freelance management consultant just as much as to an Uber driver, independent artist, or a home-grown carpenter who sells their work via Etsy.

McKinsey report, for example, uses different nomenclature and the term primary independent earner refers to someone who earns their primary living from independent work.

As a general remark, the terminology used in studies indicates where the bulk of a person's income comes from rather than what kind of job the person does.

57.3 million people freelance in the U.S. It's estimated that by 2027 there will be 86.5 million freelancers. (Upwork)

36% of U.S. workers participate in the gig economy through either their primary or secondary jobs. (Gallup)

For 53% of gig workers aged 18-34, their work in the gig economy is their primary source of income. (Edison Research)

Gig employees are more likely to be young, with 38% of 18-34-year-olds being part of the gig economy. (Edison Research)

Overall, it's estimated that the independent workforce is larger than previously recognized: some 20 to 30 percent of the working-age population in the United States and the EU-15 countries are engaged in some form of independent earning today. (McKinsey)

Gig economy workers are projected to account for more than $1.4 trillion of the total US income in 2018. (PYMNTS)

55% of gig workers also maintain full-time or regular jobs. (PYMNTS)

1 in 6 workers in traditional jobs would like to become a primary independent earner. (McKinsey)

For 44% of gig workers, their work in the gig economy is their primary source of income. (Edison Research)

20 Essential Gig Economy Statistics

75.7% would not quit their gigs for a full-time job. (PYMNTS)

The stats aggregated below illustrate the overall size of the gig economy:

64% of gig workers say they are doing their preferred type of work. (Gallup)

60% of gig-dependent workers lack alternative employment because they don't want or need one. (PYMNTS)

37% of full-time Independents are aged 21-38. (MBO Partners)

44% of full-time independents find work via word of mouth, with social media (12%) and online commerce marketplaces (like eBay, Etsy, or Airbnb) a distant second or third. (MBO Partners)

Only 4% of full-time independents identify online job platforms that match buyers and sellers of services as their top method of finding a job. (MBO Partners)

79% of full-time independents said they were happier working on their own than at a traditional job. (MBO Partners)

19% say the main reason they have a gig job is to make extra money or cover day-to-day expenses. (PYMNTS)

In 2017, the total share of the labor force working in nonstandard arrangements was 10.1%, down from 10.9% in 2005. (Economic Policy Institute)

The largest number of gig workers (14%) find gigs in arts, design, entertainment, sports, and media followed by sales and related (10%.) (PYMNTS)

An additional 3% to 10% of workers in mature economies and more than 30% in some developing countries reported using gig platforms as a secondary source of income. (BCG Henderson)

Deloitte's latest millennial study found that 64% of full-time workers want to do "side hustles" to make extra money. (Deloitte)

In 2018, the number of occasional independents jumped 16.4% to 14.9 million from 12.9 million in 2017; their ranks have risen 42% from 10.5 million in 2016. (MBO Partners)

1 out of 5 full-time independents has customers outside the U.S. (MBO Partners)

The number of contingent employees will increase worldwide. In the US alone, contingent workers will exceed 40% of the workforce by 2020. (INTUIT)
About 40% of the American workforce now makes at least 40% of their income via gig work. (PYMNTS)
Between 2013 and 2017, earnings fell by 53% in the transportation sector and grew by 69% in the leasing sector. (JPMorgan Chase)

Compared with workers overall, electronically mediated workers were more likely to be in the prime-working-age category (25 to 54) and less likely to be in the oldest age category (55 and over.) (BLS)

62% of executives say external workforce enables them to improve the company's overall financial performance. (SAP Fieldglass)

33% of organizations report extensively using alternative arrangements for IT, 25% for operations, 15% for marketing, and 15% for research and development. (Deloitte)

Gig workers are mainly employed by businesses (53%.) (PYMNTS)

Gig Economy Statististics for Those Who Choose This Type of Work and Are Happy With It

As mentioned before, for some, gigs are voluntary, for others, not.

Out of those doing gig work as their primary source of income, 58% would have difficulty handling the unexpected expense of $400, compared to 44% of those doing gig work to supplement their income. (Report on the Economic Well-Being of U.S. Households in 2018)

80% of gig employees whose gig work is the primary source of income say that an unexpected expense of $1,000 would be difficult to pay. (Edison Research)

45% of those who rely on gig work as their primary source of income have an Anxiety Index Score over 50, compared to only 24% of those employed but not in the gig economy. (Edison Research)

Full-time freelancers dip into savings more often (63% at least once per month versus 20% of full-time non-freelancers.) (Upwork)

The numbers presented in this section focus entirely on those who chose this mode of life and don't consider changing it anytime soon.

People who actively chose their working style reported greater satisfaction than those who felt forced by circumstance. (McKinsey)

41% of gig workers say they were hired because they have unique skills to complete an ad hoc project. (PYMNTS)

When asked to define their preferred future employment, around 45% chose remaining independent and adding clients as needed to increase their income, compared with only around 20% who preferred finding a full-time salaried position. (BCG Henderson)
The top three priorities across all types of voluntary gig economy workers are: spending time on more meaningful and interesting tasks, being self-employed, and fitting full-time work more flexibly around private needs. As a result, they also reported higher happiness and satisfaction levels with their work than people in traditional full-time employment, despite the fact that they were more likely to work more than 45 or even 60 hours a week, and to earn slightly lower salaries. (BCG Henderson)
63% of freelancers think that having a diversified portfolio of clients is more secure than one employer and have an average of 4.5 clients per month. (Upwork)

The number of high-earning independents-those who report earning $100,000 or more and likely work in highly skilled fields-keeps growing. In 2018 there were 3.3 million of them, which is about 21% of all full-time independents. (MBO Partners)

Gig Economy Statistics-Employers' Perspective

The gig economy makes it easier for companies to access top talent. This is advantageous for both parties-

Companies economize on employee benefits and office overheads while cooperating with the human resources they need (and, most likely, lack in-house) on a specific project. On the other hand, freelancers can add another company to their portfolio thus building their credibility and brand.

Roughly 40% of executives worldwide expect freelance workers to account for an increased share of their organization's workforce over the coming five years. And 50% agree that corporate adoption of gig platforms would be a significant or highly significant trend. (BCG Henderson)

The external workforce is critical for sourcing hard-to-find skills. Nearly three-quarters of executives cite the importance of gig workers in sourcing skills that are in scarce supply, with 91% saying this will be the case in three years' time. (SAP Fieldglass)

15% of independent workers have used a digital platform to earn and these platforms have grown rapidly in the past few years. (McKinsey)

Gig Economy Stats-Gig Workers by Necessity

Those who sell goods are most likely to use digital platforms-in this case, by listing on e-commerce marketplaces such as eBay and Etsy. (McKinsey)

Between 25 and 40% of those who earn independently by leasing assets use digital platforms such as HomeAway, Airbnb, or VRBO. (McKinsey)

The gig economy has many faces. For some, it's not so much a choice as the only way to make ends meet.

Now-

Online Platform Economy has continued to grow. Between 2013 and 2018, transportation platforms have grown to dominate in terms of both the number of participants and total transaction volume. (JPMorgan Chase)

Most participants in the Online Platform Economy are active in just a few months out of the year. (JPMorgan Chase)

Among those who generated earnings through transportation platforms at any point in a year, 58% had earnings in just three or fewer months of that year. In the other sectors (non-transport industry, selling, and leasing), engagement was even more sporadic, with less than 20% of participants generating earnings in more than half the year. (JPMorgan Chase)

Online platform earnings represent a major source of income (54%) for families during the months when they participate. However, platforms are not replacing traditional sources of family income. Among those who have participated in the Online Platform Economy at any point in a year, average platform earnings represent roughly 20% of total observed take-home income in any month of that year. (JPMorgan Chase)

Workers whose main job was in the transportation and utilities industry were more likely to do in-person work, and those in professional and business services and in information were more likely to do online work. (BLS)

The Online Platform Economy is growing but there's no evidence that it is replacing traditional sources of income for most families. Even if platform work could in principle represent the "future of work," most participants are not putting it to the type of use that would usher in that future. (JPMorgan Chase)

Even though work arrangements within gig economy are notorious for not giving people the security some of them need, it's thanks to the gig economy itself that they are able to make any money at all. Well, every cloud has a silver lining.

Gig Economy Stats for App-Based Drivers

One particularly prominent group of gig workers consists of app-based drivers-Uber and Lyft. Here's a look at some statistics for this group:

The Uber driver W-2 equivalent hourly wage is roughly at the 10th percentile of all wage and salary workers' wages, meaning Uber drivers earn less than what 90% of workers earn. (Economic Policy Institute)
Half of New York City's app-based drivers support children and provide the bulk of their family's income. 40% of drivers have incomes so low they qualify for Medicaid and another 16% have no health insurance; 18% qualify for federal supplemental nutrition assistance (nearly twice the rate for New York City workers overall). (New School and the University of California Berkeley Report)
The app companies have been able to expand their workforce by drawing principally immigrants without a four-year college degree who face restricted labor market opportunities. (New School and the University of California Berkeley Report)

60 to 65% of New York app drivers are full-time, without another job, and about 80% acquired a car to earn a living by driving. (New School and the University of California Berkeley Report)

Uber drivers earn the equivalent of $9.21 in hourly wages-less than what is earned by 90 percent of all other wage and salary earners, and below the minimum wage in 13 of the 20 major urban markets where Uber operates. (Economic Policy Institute)

About 16% of all drivers have no health insurance coverage. (New School and the University of California Berkeley Report)

For the Uber drivers working 50 hours a week or longer, real before-expense hourly earnings fell about 30% between 2014 and 2017. (New School and the University of California Berkeley Report)
Uber aims for public valuation of up to $100 billion. (Wall Street Journal)
This final stat is particularly interesting in the light of the ones that come before. Uber may have grown to be the largest ridesharing company in the world but its business model is easy to replicate and it has no real competitive advantage or unique assets.

In fact, surveys reveal that about 70% of drivers work for both Uber and Lyft. So, it seems like Uber's business model is entirely dependent on large numbers of people who have no good reason to feel attached to the company-either because of the type of contract or competitive wages. No wonder there are voices saying that such an astronomical Uber's IPO valuation makes no sense.

Gig Economy Stats-Impact of Technology

As we've already established, the gig economy isn't a new phenomenon. The thing is, though, that thanks to the recent technological boom it has become accessible to a large number of people.

The stats below show the extent to which modern technology influenced this industry:

Platforms for offering services, such as Uber, TaskRabbit, and Upwork, were used by only 6% of independent earners in the United States and the EU-15 (McKinsey)

69% of gig workers aged 18-24 use the Internet in their job hunts, but only 42% of those aged 64+ do the same. (PYMNTS)
Traditional contingent staffing firms make up the core of the market but online talent networks are growing quickly and it's estimated they now manage over $2 billion in outsourced activity, employing hundreds of millions of people in every geography of the world. (Deloitte)
Freelancers are finding more work online-71% say the amount of work they obtained online increased this year (up 5 points since 2016). (Upwork)
59.1% of gig workers use digital marketplaces to find new opportunities (PYMNTS)
Gig Economy Statistics-Developing Economies

Undeniably, the spreading of the gig economy is a worldwide phenomenon and the number of participants is significant in almost any country in the world.

Although the stats below focus entirely on the Indian market, they reflect a larger trend characteristic of the other developing economies.

As many as 72% of all gig projects were in large corporates and professional service firms in 2018-19 compared with 52% two years back. (The Economic Times India)

Delhi added 560,600 people to its gig economy in the six months to 31 March, an 88% jump from 298,000 people in first half of FY19. The gig economy, led by food delivery firms Swiggy and Zomato, and ride hailing firms Uber and Ola, thrives largely unregulated, even as drivers and delivery boys work with little job security and few benefits. (Livemint)
The gig economy in India with respect to workers not getting any social security, insurance, etc. is an extension of India's informal labour, which has been prevalent for a long time and has remained unregulated. (Livemint)
70% of employer's used gig workers at least once or twice for solving organisational issues in 2018. (The Economic Times India)

2019 report by NobleHouse, a platform that connects businesses with skilled human resources talent, found that 73% of its respondents wanted to opt for freelance work over a conventional full-time job. (QZ)

A 2017 EY study on the "Future of Jobs in India" found that 24% of the world's gig workers come from India. (QZ)

India is home to the second largest market of freelance professionals (about 15 million) who constitute about 40% of total freelance jobs offered worldwide. (ICRIER Future of Work in the Digital Era: Potential and Challenges for Online Freelancing and Microwork in India)

An analysis of online occupations in India measured by the online labour index projects reveals that software development and technology have the highest share, followed by the creative and media sector. (EY)
India is emerging as the third largest online labor market. Online Labour Index survey 2016 shows that India-based employers represented 5.9% of all projects/tasks posting for online 39 labor of which 45% were for software development and technology projects. This trend suggests the changing nature of employment in the IT-BPM sector. This trend was reaffirmed as 45% of the survey respondents viewed new ways of working such as freelancing as an important megatrend shaping the industry. (EY)
With more and more participants, the gig economy has significantly changed the contemporary business landscape-to the point where new legislation had to be introduced to regulate it.

Even though it's notoriously hard to measure, it draws more and more people, becomes increasingly accessible worldwide, and creates new opportunities for employers to attract and cooperate with top talent on crucial projects that call for highly specialized skill sets.

For many gig economy participants, the gigs they do allow them to supplement their monthly income. However, there are some who make their primary living out of the gigs-this group consists of highly skilled professionals who cooperate with various businesses. Finally, the gig economy also comprises people who have families to support and no other option to make a living.

About Zety's Editorial Process

This article has been reviewed by our editorial team to make sure it follows Zety's editorial guidelines. We're committed to sharing our expertise and giving you trustworthy career advice tailored to your needs. High-quality content is what brings over 40 million readers to our site every year. But we don't stop there. Our team conducts original research to understand the job market better, and we pride ourselves on being quoted by top universities and prime media outlets from around the world.

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Gig Economy: Definition, Statistics & Trends [2024 Update]

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The gig economy statistics for 2024 grouped into easily navigable categories. Learn what the gig economy is & explore stats for US and international markets.

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Forget the corporate ladder — winners take risks

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Success in your career looks different for everyone — but no matter your industry, you’ll need to take risks. Company and community builder Molly Graham shares three key skills to learn before jumping off the metaphorical cliff, outlining a path off the corporate ladder and into true professional and personal growth.

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I depend on him doing his job in time.

I knew he would do his job

I know he will do his job properly

I hope he will do his job properly.

I received a message from China, about an order that we made a few days ago in order to move on with the process.

airmail

The gig economy

side-hustle

side-gig

Nowadays, people are choosing to work gigs.

are choosing working gigs.

You don't have the structure or the background that a traditional job

job security

pay cheque

When you are a part-time worker and an entrepreneur

If you work for Uber, you're an independent worker.

However, if you have your own academy of English classes, you're an entrepreneur

If you're not organized / neat with

vehicle maintenance

straining your car capacity

to its maximum capacity

In 2-3 years you'll need to buy a new car

overworked

If you don't include that into your finances, you'll be bound to fail

You'll encounter a difficult situation.

Mercado Libre works similarly/in a similar way, the complexity is in finances and taxes. If you don't have good number prevision, it will only build on taxes and retentions by the end of the year.

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This is the side hustle revolution | The Way We Work, a TED series

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October 31st - Formal and informal register

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October 31st - Formal and informal register

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In every workplace, there are three basic kinds of people: givers, takers and matchers. Organizational psychologist Adam Grant breaks down these personalities and offers simple strategies to promote a culture of generosity and keep self-serving employees from taking more than their share.

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October 10th - Are you a giver or a taker?

# data[].attributes.subject
October 10th - Are you a giver or a taker?

# data[].attributes.body
restructure my thoughts or this work project as something different. I've realized I've got this traditional way of thinking; I find myself chatting with Chinese business people at 10 PM.

You may have to be more flexible when you have a project in hands that's not traditional. Working on Friday might not be bad. I was searching on a network and during live streamings you could ask them about products and other topics.

Try to avoid burnout

What I would like to be able to do is taking more time for my hobbies.

It all adds up

you owe it to yourself

accommodate the circumstances of this project.

flexible and resilient

show / demonstrate resilience

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October 3rd - Between automation and tradition

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October 3rd - Between automation and tradition

# data[].attributes.body
A bit busy, also into some new enterprises. We received our first samples from China, which was a highlight of the week

It was a bit surprising to me, I was expecting that shipping but I also had some doubts about the shipping, whether the samples would arrive

concerns about quality. I know what I was expecting for, but I was aware of the potential surprise

quality/colour/packaging/

a bigger order/purchase

I'm having fun with these sellers from China, because of the time difference. They start chatting and answering messages quite late.

https://www.timeanddate.com/worldclock/meeting.html

manufacturers

thorough

whether this aspect was left out or not

made 100% from metal

the weight, it's great to the touch

it's an impressive product

self-checkout and automation in business

presenting future plans

1. using machines and computers that work without humans controlling them

automation

a sudden increase in crime

crime wave

never having happened before

"unprecedented"

resistance; something that slows your forward movement

headwind

an event that causes a sudden violent change or destruction

to shrink: to get smaller

cataclysm

argument, noise, excitement: kerfuffle

kerfuffle: commotion, scandal

someone or something that is blamed for something bad that is someone or something else’s fault

scapegoat

increase the effect of something

amplified

the loss of goods or stock because of damage or theft

shrinkage

not needing people to work or operate correctly

unmanned

. a criminal

miscreants

miscreant

prevent or discourage someone from doing something

deter

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September 26th: Vocabulary to discuss and present Trends

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September 26th: Vocabulary to discuss and present Trends

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Only McKinsey: Highlights from our 2023 ‘Insights to Impact’ publishing journey

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View some of our favorite data visualizations from the year to see how data helps translate complex information into compelling stories.

# data[].attributes.body
1. accountant - accountancy and tax services - accounting department - accountancy // do the business numbers monthly

I do that myself / I take care of that myself.

activity information on the business

business expenditure and taxes

miss the forest for the trees

lose sight of the big picture

understand the year in a commercial sense

On the 1st of October, it's Coffee and Mother's Day.

I tend to want to do everything right now.

Imports and exports

international trade

Everything we're talking about right now, you'll be able to have it in March-April next year.

If you're considering bringing a product from China, between negotiations, payment, shipment and Customs... it all adds up to 5/6 months

It was a very eye-opening conversation

with someone so experienced and knowledgeable in international trade

This is not a panacea. They won't save you, they might be great for a side hustle income

side income

Margins and profits are bigger than current.

don't put all your eggs in one basket

don't go all in for it. Markets, politics and economics are now under the framework of open liberal trade

Now it is not the time to overthink. It's big, new, carries a lot of time of experience, projects and new policies.

The peak of consumption / selling of coffee

extrinsic motivation: things from the outside that spark that interest or motivate you. E.g.: money, material objectives.

intrinsic: feelings, what fosters those reactions or emotions in you

self-realization

realization

realise - notice

recognition

achieve/earn recognition

accomplishment

Is your motivation in other areas of life, e.g. work, intrinsic or extrinsic? Why do

you think so?

When talking about work, I would think it's a combination of both. It's changed a bit throughout time.

Some time ago, I was driven by extrinsic motivation , since I wanted my business to support my lifestyle.

I wanted to achieve a specific result/objective.

I was looking for a regular, consistent income. And here is where the mix part stepped in: I was also looking for independence from a traditional work setting. I was tired of giving explanations to a superior, having someone else fix my agenda or making decisions about my time.

Nowadays, number are obviously important since we have to keep some level to be sustainable / keep things afloat

I would like to grow the business, but I also believe I'm on a personal search to search something sustainable and solid that could keep working in time.

Something that could follow me throughout stages in life. It's constantly changing, in the future perhaps I might want to grow the family, have a child and enjoy my time spent with my family.

actively bringing up my child

to tie the professional and personal life ropes together.

weave them all together

I was talking to Benja the other day, I mentioned this idea I have of retiring at a young age, going after my hobbies and enjoyment.

Going back to the main idea, I think motivation changed with time. Maybe you start off with extrinsic motivations

but somewhere along the way you start developing intrinsic and stronger motivations

putting intrinsic motivation first at all times.

accountants, lawyers, traditional professions maybe lead to follow extrinsic motivations

It all depends on each case.

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September 5th - Stay motivated, stay interested

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September 5th - Stay motivated, stay interested

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Types of Motivation: Intrinsic and Extrinsic

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Businesses in Japan consider charging tourists more amid surge in visitors

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Record-high 17.78 million foreign tourists came to Japan in the first half of year, with arrivals in June led by travellers from South Korea, China, Taiwan and the US

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August 28th - A Two-tier pricing system proposal

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August 28th - A Two-tier pricing system proposal

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In most cases, those policies made the places unaffordable.

Setting up prices in different currencies (or the equivalent in pesos)

I think I told you some time ago, my mother founded a company with hot air balloon trips.

Local people couldn't have access to or enjoy these attractions.

To fix that, you need two different prices.

Two-tier pricing system

double pricing system.

amid

in the middle of : amid

dual pricing system

to call on someone: to reach out and ask for support

asking someone to take action

fortress

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August 21st - The benefits of a growth mindset

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August 21st - The benefits of a growth mindset

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many changes to make with out move. Some suppliers had my old address, so I had to report on that. We're just there. Just over the finishing line of the process.

I've also been networking with suppliers in China. I'm interested in some products from there.

whimsical

out of the blue

suddenly

out of nowhere

betterment

durable, sturdy

I heard from these profiles / accounts that there are accessible options to import products from overseas.

If you are not satisfied with the quality

if the quality of the product doesn't meet your standards

theoretically

shape your mindset

create a self-fulfilling prophecy

internal narratives

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August 8th - Would you renovate a house?

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August 8th - Would you renovate a house?

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We really notice the change between houses, like more separated spaces. We can each have our own space, where we can work, store some things. In the other house we had to share all of them at all times.

Especially considering we both work a big amount of hours from home / remotely.

There are couples who decide on one of them working outside, for example.

day to day, every day, in our daily life.

It was becoming more common/ happening more often than we wanted.

So we decided to call someone to help us out.

You need to focus and dedicate that amount of energy and hours to more important tasks or simply just to rest.

Having a glass of wine after dinner is a moment we share and enjoy together.

to check on how the other person's doing / to check in with the other person.

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The ‘IKEA Effect:’ Behind the Company’s Unique Business Model | WSJ The Economics Of

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August 1st - Unconventional business case

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August 1st - Unconventional business case

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Work culture is defined as the cumulative effect that leadership practices, employee behavior, workplace amenities, and organizational policies create on a worker/internal stakeholder. It can be measured as either positive or negative work culture.

Table of Contents

What Is Work Culture?

Fig 1. Four areas that define work culture
Work culture is defined as the cumulative effect that leadership practices, employee behavior, workplace amenities, and organizational policies create on a worker/internal stakeholder. It can be measured as either positive or negative work culture.

Companies often use the terms corporate culture and work culture interchangeably - but there are subtle differences between the two concepts. Corporate culture refers to the shared set of values, goals, and operational principles active at your organization. It is determined at a strategic level and primarily relates to the external-facing impacts of culture.

We have all heard about work culture and its ability to shape your organization's success curve. But are you paying attention to the culture of your workplace specifically? Work culture is acted out on a daily basis, influenced by your managers, leaders, frontline employees, and partners/vendors. It is often an intangible concept, but one that has an immense effect on employee experiences.

A low attrition rate and high retention often are signs of a good work culture. A strong recruitment model and brand name may help attract top-tier talent (perceived as the employer brand) but your work culture is what will retain them.

4 Key Components of Work Culture

Here are the four typical components that are included in work culture (although not limited to) and need to be focused on:

1. Work timings and flexibility

This is the first thing an employee will notice when they join your company. How many days and how long do you work? How many breaks do you take? These details can vary from company to company and from country to country.

For instance, American work culture typically mandates a 9-to-5 workday, with a 30 min - 1 hour lunch break in between. This gives you a maximum of 40 work hours a week, beyond which any effort will fall into overtime. On the other hand, French work culture could imply a 9-to-6 workday (depending on the region in France), with a 2-hour-long lunch break in between and much larger guaranteed paid leave.

As per the typical French work culture, employees are encouraged to take frequent breaks in line with the country's 35 work hours per week mandate.

On the other hand many companies see benefit in not setting any break time and may be flexible in and out time. With the rise in work from home culture during and post-covid, flexible work timings is gaining ground as it is less practical to monitor remote employees so closely, and instead choosing to focus on work delivery timelines.

A flexible work culture would allow employees to choose their own schedules without having to furnish justifications other than timely and quality delivery of work. But this will depend entirely on your unique definition of work culture - there are companies like Zapier that are 100% remote, as well as IBM, which typically frowns upon remote work.

2. Leadership style

This is probably the biggest determining factor for any workplace's culture. A manager who gets their hands dirty and takes part in daily tasks vs. a manager who gives employees the autonomy to take charge while leading from a high level will lead to two very different types of work culture.

But no matter the leadership style, managers must keep each employee's personality and needs in mind when guiding a team. You can develop their capabilities through one-on-one coaching, equipping them to deliver superior work experiences.

3. Digital transformation

Today, access to digital tools can make a massive difference in how we work. In companies still holding onto outmoded, manual ways of working, employees will feel that their time isn't being used optimally. As Gen Z enters the workforce (the first truly digitally native generation), digital transformation could make or break your work culture.

Companies can embrace workflow automation to ease the burden on employees, freeing them up to innovate, learn new skills, take a break from work, pursue a side hustle, or some other more meaningful activity.

4. Growth

Note: Growth must go beyond managerial tracks. Positive work culture will also target talented employees who are not interested in taking up leadership positions.

Work Culture Examples From the World's 5 Best Places to Work

If you're looking for inspiration to create a positive work culture, what better place to look than Fortune's 2020 List of the 100 Best Places to Work! Here's how the top five companies on this list approach work culture to reimagine employee experiences.

1. Hilton Hotels doubles down on employee benefits

Hilton Hotels employs over 10 million workers Opens a new window Opens a new window around the world. To keep them engaged and satisfied, the company offers a rich suite of employee benefits that covers all the essentials, such as medical insurance, 2-5 weeks of paid time off, 12 weeks of maternity leave, free meals, and lots more. The company also invests in lifelong learning for its team members so that they can upskill toward one of the thousands of opportunities available in the company worldwide.

2. Ultimate Software prioritizes collaboration

Its campus is heavy on open workspaces, peppered with whiteboards, yellow boards, and writable tabletops where one can jot down an idea and share it with others. The company calls its office a home away from home, complete with leather chairs and upholstered sofas where you can have a one-on-one discussion - employees call this type of work culture as one that's marked by "corporate intimacy".

3. Wegman's Food Markets brings its sense of family to the workplace

4. Cisco follows a workplace culture centered on consciousness

Cisco leaders make sure that employees understand expectations, that they are conscious of employee contributions, and employees can use their strengths in their everyday jobs. To add to this, Cisco has a plethora of unique benefitsOpens a new window including a "job swap" to facilitate cross-training, a paid holiday on birthdays, and on-site medical centers.

5. Workday reimagines its workplace based on employee feedback

Employee technology provider, Workday, was committed to giving its employees a superior work environment. To do this, Workday rolls out a quick two-question pulse surveyOpens a new window every Friday, where employees can share their feedback on their experiences across the week.

Best Practices for Creating a Positive Work Culture

Creating a positive work culture involves more than just formulating a culture code or envisioning a strategy. It is shaped by those small, everyday actions which together make up an employee's holistic work experience.

So, if you're looking to push your workplace's culture in the right direction, here are a few best practices to follow.

Fig 2. Seven best practices to creating a positive work culture
1. Listen closely to the voice of the employee

Too often, companies implement a new culture with a top-down approach, where employees have little say in the decision-making process. But it is a smarter idea to take inspiration from the type of work culture Workday espouses - collect feedback, build a data repository, and address specific employee needs with your workplace decisions.

2. Go beyond the government-mandated set of benefits

Depending on the location and size of your business, you will have to provide a set of mandatory employee benefits. But companies with really great work culture are known for going the extra mile. Whether it is tuition assistance, unlimited vacations, or pawternity benefits, find a perk that's unique and sets your workplace apart.

3. Don't insist on a rigid corporate structure

Now this might vary from American work culture to French work culture to Indian work culture, and elsewhere, but it is advisable to not let your workplace become too rigid. For example, a smart-casuals dress code instead of strict formals, moderately lenient login/logout timings, and a mix of open plan and private spaces (like the ones available at Ultimate Software) are a good idea.

4. Make the workplace a dynamic, challenging environment

A workplace where employees perform the exact same tasks is bound to trigger disengagement. Even if you cannot provide fresh work opportunities, you can inject dynamism via cross-training sessions, innovative events, and more. Also, switch high-potential employees who have been in the same role for too long to a more challenging area so that their work experience doesn't stagnate.

5. Hold your managers accountable

Managerial accountability is at the cornerstone of a positive work environment. There may be situations where there is a conflict between a manager and their team members - companies shouldn't be biased towards the manager in such cases. Collect employee feedback (see the first point) and validate any complaints before making a decision.

6. Engage in outside-the-office events frequently

Stepping out of the office gives your employees the chance to connect in a casual, 1-on-1 environment - talking about fun, non-work-related topics. This is critical for creating a positive work culture, as it drives a sense of community among employees. Outdoor events like a football tournament can also be effective, as it fosters a sense of healthy competition and camaraderie.

7. Make social media an extension of your workplace community

Today, all of us turn to social media in our personal lives, using it as a platform to connect with others and strengthen relationships. You could bring the same principle to your work culture. Make your company's social media handle a forum for employee conversations.

#ProTip: Take a lighthearted, humorous tone when designing content, using elements like emojis to avoid the usual tone of rigidity and break monotony.

What steps have you taken toward creating a positive work culture? Let us know on Facebook Opens a new window , , and LinkedIn Opens a new window . We'd love to hear from you!

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What Is Work Culture? Definition, Components and Examples - Spiceworks

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Discover work culture elements, real-life cases, and successful methods for nurturing a positive and thriving workplace ambiance.

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Workplace culture/ Company culture is how employees work together to get things done. It's the totality of the behaviors and attitudes of employees and can be witnessed in the way they think, act, and interact with each other.

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July 7th - The synthetic coffee revolution

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July 7th - The synthetic coffee revolution

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June 27th - Dealing with cultural differences in the workplace

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June 27th - Dealing with cultural differences in the workplace

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May 30th - Giving a presentation (parts of a speech)

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May 30th - Giving a presentation (parts of a speech)

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to organize the day, the agenda, the schedule.

2 years ago I used to wake up earlier, like 5 o'clock. I tried taking some concepts and adapting them to my lifestyle

the main idea of the book is about this: if you wake up two hours before everyone else, you have extra time to work on subjects like improving your schedule, doing exercise, avoiding procrastination, writing your ideas, feeling (journaling)

feelings

Atomic Habits (based on scientific criteria)

Nowadays, I'm reading a book by John Doerr, Measure What Matters

How did you find the book? I found it interesting, practical, useful.

In OKRs you try to work firstly in sections (periods) of three months. Also, you work on periods of three weeks. In this way, you can track objectives at a short or medium time.

You write down expected results to be achieved. They have to be measurable.

down-to-earth results. Building a clear path towards those goals.

When I started, I had very long-term ideas and results to be achieved. Breaking it down into small pieces was more realistic; it made it possible to make it happen.

Whatever challenging goal you may have set, they recommend you to appoint it at a higher number. Building up to those results is the way to do it.

Vision, objectives, key results

You have a series of meetings and checkpoints weekly/monthly where you check and diagnose/specify where you are at (at a 50% of achievement rate, or others)

The flip side to all this...., this brings me to the last point..., we anticipate.... this is my key point..., will have acquired the power to make choices. Must surely become our key priority. I'll be happy to take any questions now

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Anjali Sud and Stephanie Mehta: How great leaders take on uncertainty

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In a constantly changing world, it's impossible for leaders to provide employees with the assurance they want, says Vimeo CEO Anjali Sud. Her solution: lead with humanity and flexibility. In conversation with veteran journalist Stephanie Mehta, Sud discusses her experience connecting remote employees worldwide, addressing burnout and adapting company practices for the needs of the next generation.

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May 23rd - Giving a presentation - Linking words, expressing ideas (in a formal context), introducing examples

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May 23rd - Giving a presentation - Linking words, expressing ideas (in a formal context), introducing examples

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The synthetic coffee revolution: are ground date seeds really as delicious as the real thing?

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Your daily caffeine habit is not good for the planet. Thankfully, researchers are finding alternatives to ground coffee beans

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May 16th - How great leaders take on uncertainty

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May 16th - How great leaders take on uncertainty

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Juliet Schor: The case for a 4-day work week

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The traditional approach to work needs a redesign, says economist Juliet Schor. She's leading four-day work week trials in countries like the US and Ireland, and the results so far have been overwhelmingly positive: from increased employer and customer satisfaction to revenue growth and lower turnover.

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Gentrification

the process whereby the character of a poor urban area is changed by wealthier people moving in, improving housing, and attracting new businesses, often displacing current inhabitants in the process.

"an area undergoing rapid gentrification"

Oxford Dictionary

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Khatija Ali did not plan on becoming an urban housing pioneer.

The 28-year-old Toronto native graduated with a medical degree from the University of Windsor in April 2018. A few months later, she moved to New York City to launch her biotech startup and needed a place to live.

She was struck by the first place she saw: a two-bedroom, tastefully furnished apartment with exposed brick and expensive appliances in a townhouse located in the rapidly gentrifying Brooklyn neighbourhood of Bushwick.

"We actually fell in love with it. It was the first apartment we saw and we basically just moved in," Ali told The Sunday Edition.

While the unit was enough to convince Ali this was the place she wanted to live, she soon discovered this was no ordinary apartment building.

The building was owned and managed by a company called Node, one of about a dozen companies that, over the past few years, have collectively raised hundreds of millions of dollars in an effort to upend the rental market in our largest and priciest cities with an approach called co-living.

There are many variations of co-living, but it's best to think of a typical co-living building as a combination of apartment, college dorm, hotel and high-end rooming house - like a 1970s commune without the communitarian ideology.

Co-founded by Canadian entrepreneur Anil Khera, Node currently owns buildings in New York, Dublin, London and Los Angeles.

They've also purchased a building in the Ontario tech hub of Kitchener-Waterloo, with plans to open their first Canadian co-living building by the end of next year, before expanding across the country.

Know your neighbours

Ali's building in Bushwick has eight units, with 14 people currently living here.

"There's some people who live upstairs who are hairdressers. And then we're here. And then we have someone who's an artist. And the couple next door - they travel a lot," said Ali. "So it's a lot of different people, with a lot of different backgrounds, and that's really appealing in itself."

Other co-living buildings are much larger, housing hundreds of people. But what they all have in common is density.

Most co-living apartments are small, even by New York standards. Some are only a few hundred square feet and have shared bathrooms and kitchens. By squeezing more rental units into their buildings, these companies hope to make them more affordable for people who might otherwise be priced out of desirable neighbourhoods like Bushwick.

That hasn't really happened yet - at least not in Brooklyn. Ali's two bedroom rents for $2,800 US a month, which is similar to what a traditional apartment would cost in Bushwick. But when all the extras are factored in, co-living can become a more attractive proposition.

In exchange for less private space, co-living buildings offer generous common spaces, like lounges, gyms and hot tubs, as well as hotel-style amenities, including free Wi-Fi, utilities and housekeeping.

Co-living companies also often hire a representative - known as a "community curator" in the case of Node - who act as a sort of concierge, helping to manage the building, deal with residents' problems and organize community-building activities, from music nights to local bar tours.

Millennial market

The current target market for co-living is millennials - generally defined as people born between 1981 and 1996 - who are increasingly finding themselves shut out of the rental market in the major global cities where so many want to work and live.

Thanks to social media, they're connected to more people than any previous generation, but they're also feeling lonelier and more isolated. The promise that virtual communities can be as meaningful as genuine communities is starting to fade, according to Eric Klinenberg, a sociologist at New York University.

"Many people now recognize that being on the screen all the time is unsatisfying," he said. "And many of us really hunger for connections where we live. And that can be the neighbourhood, that can be the block - but it could also be the very building you spend time."

Khera currently divides his time between London, where Node is based, and Toronto, where he grew up. He said his previous experience working at a private equity real estate investment firm propelled him to find new models for building community through the housing market.

"I understood the broken nature of the housing market from a professional standpoint, but also from a human standpoint," said Khera.

"We're building cities with fractured relationships between residents living all on top of each other. We really haven't addressed housing and the right way for actually thinking about what's good for society. And so all co-living operators believe that there's a better way to connect to people and have community."

For people like Ali, new to the city and busy running her business, these efforts to build a community among her fellow millennial co-livers was as appealing as the appliances and exposed brick.

"I didn't know anyone here in New York and it was really nice to come into a community that you could connect with people who are on the same level," she said. "New York is built for a certain type of fast-paced individual, anybody with an entrepreneurial type of spirit, anybody that wants to be their own person - and I think I fit right in."

Co-living for families and seniors?

The appeal of co-living for young professionals is pretty clear. Selling the idea to investors has been a harder slog. Executives at one co-living company, Ollie, approached 400 New York building owners before one agreed to allow them to convert a conventional apartment building into co-living units.

But that reluctance has now largely dissipated. Money is pouring in and plans are underway to move co-living beyond its millennial roots.

Earlier this year, Common, a large co-living company, announced a partnership with one of New York's biggest developers to form a new venture called Kin. The plan is to create co-living spaces designed to meet the needs of young families. There will be small, self-contained apartments and lots of shared spaces, including playrooms, places to park strollers and other community areas for children and their caregivers.

Co-living is also a model that could one day appeal to Gen-Xers and baby boomers, and, according to Khera, that's already starting to happen.

"We get quite a few of our residents' parents saying, 'Where's my Node?'" he said.
Written and produced by Ira Basen

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Co-living apartments offer a sense of community for on-the-go millennials | CBC Radio

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A handful of companies have collectively raised hundreds of millions of dollars in an effort to upend the rental market in our largest and priciest cities with an approach called co-living: a combination of apartment, college dorm, hotel and high-end rooming house - usually targeted at millennials.

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April 11th - Co-living: a solution to upend the rental market?

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April 11th - Co-living: a solution to upend the rental market?

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April 4th - Connections - Describing places, experiences, people in a multicultural environment

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April 4th - Connections - Describing places, experiences, people in a multicultural environment

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March 28th - Hustle culture and quiet quitting

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March 28th - Hustle culture and quiet quitting

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Most of the UK companies that took part in the world's biggest ever four-day working week trial have made the policy permanent, research shows.

Of the 61 organisations that took part in a six-month UK pilot in 2022, 54 (89%) are still operating the policy a year later, and 31 (51%) have made the change permanent.

More than half (55%) of project managers and CEOs said a four-day week - in which staff worked 100% of their output in 80% of their time - had a positive impact on their organisation, the report found.

For 82% this included positive effects on staff wellbeing, 50% found it reduced staff turnover, while 32% said it improved job recruitment. Nearly half (46%) said working and productivity improved.

The report's author, Juliet Schor, professor of sociology at Boston College,said the results showed "real and long lasting" effects. "Physical and mental health, and work-life balance are significantly better than at six months. Burnout and life satisfaction improvements held steady," she said.

But Matthew Percival, a director at the Confederation of British Industry, said the four-day week was not a "one size fits all answer" and would be "unlikely to pay for itself in many industries".

He said: "If businesses have the budget to add to their offer to employees, then they will be considering the relative merits of reducing working hours compared to increasing pay, pensions or paid parental leave, as well as better supporting health and wellbeing."

The four-day working week report, by the thinktank Autonomy and researchers from the University of Cambridge, the University of Salford and Boston College in the US, found that "many of the significant benefits found during the initial trial have persisted 12 months on", although they noted that it was a small sample size.

Almost all (96%) of staff said their personal life had benefited, and 86% felt they performed better at work, while 38% felt their organisation had become more efficient, and 24% said it had helped with caring responsibilities.

Organisations reduced working hours by an average of 6.6 hours to reach a 31.6-hour week. Most gave their staff one full day off a week, either universal or staggered. The report found that protected days off were more effective than those on which staff were "on call" or sometimes expected to work.

The most successful companies made their four-day week "clear, confident and well-communicated", and co-designed their policies between staff and management, thinking carefully about how to adapt work processes, the authors wrote.

Challenges encountered by some companies included working with clients and stakeholders where four-day weeks were not the norm, or where the policy was implemented unevenly, leading to resentment among some staff.

This month, the Scottish government launched a four-day working week trial for some public services. Autonomy is calling for the Westminster government to introduce policies that would enable its wider take-up, including giving workers the right to request a four-day week with no loss of pay, a public sector trial, and funding to support the shift in the private sector.

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Paul Oliver, chief operating officer at Citizens Advice Gateshead, said that a four-day week helped his employees cope with a "demanding role", and improved retention as the charity was unable to pay high salaries. "We wanted to see a way to improve staff conditions so they would be better rested and could give more to work," he added.

The greater efficiency introduced by the pilot meant it exceeded its targets, including improving the quality of advice and the number of clients spoken to, expanding to a seven-day service thanks to greater flexibility, increasing profitability and reducing levels of staff sickness. "We're breaking out of the nine to five model, which doesn't work for our society or our clients," Oliver said.

Mark Downs, chief executive of the Royal Society of Biology, said his organisation was keeping the policy - in which staff divvied up Mondays and Fridays off between them - because it had been positively received by staff and external partners.

One unexpected benefit he encountered was that days when he was working and most other staff were off were much more productive. He also felt it made RSB a more attractive employer, with applicants citing the four-day week as a draw.

Anthony Painter, director of policy at the Chartered Management Institute, said he was "following the four-day week trials with interest" since CMI research had shown that employees valued flexible working above all else, including pay rises.

He added that managers would need to be better trained to implement the changes. "They will need the very best managers in place to ensure that flexibility and productivity can be two sides of the same coin - better ways of working," Painter said.

A government spokesperson said: "We have no plans to introduce a four-day working week. Ultimately it is for employers and employees to agree what working arrangements work best for them, and we will be making changes to our flexible working legislation in April, including the right to request flexible working from day 1 of a new job."

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Four-day week made permanent for most UK firms in world's biggest trial

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Research shows 51% that took part permanently adopted the change, while 89% still operating policy one year on

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March 14th - Reflection time - Conditionals

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March 14th - Reflection time - Conditionals

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February 22nd - Wishes from the past, present and future. WISH grammar structures

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February 22nd - Wishes from the past, present and future. WISH grammar structures

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The vast majority of companies taking part in the world's largest trial of a four-day week have opted to continue with the new working pattern, in a result hailed as evidence that it could work across the UK economy.

Of the 61 companies that entered the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent.

The findings will be presented to MPs on Tuesday as part of a push urging politicians to give all workers in Britain a 32-hour week.

Joe Ryle, the director of the 4 Day Week Campaign, called the trial a "major breakthrough moment", adding: "Across a wide variety of sectors, wellbeing has improved dramatically for staff; and business productivity has either been maintained or improved in nearly every case.

"We're really pleased with the results and hopefully it does show that the time to roll out a four-day week more widely has surely come."

At Sheffield-based Rivelin Robotics, one of the participating firms that plans to continue with the new approach, the chief product officer, David Mason, said he hoped offering a shorter working week will help with future recruitment. "It's certainly something that makes us a little bit different from the average."

The UK pilot, which kicked off last June, has been promoted by 4 Day Week Global, a not-for-profit organisation founded in New Zealand, and overseen by the thinktank Autonomy and a team of academics.

Companies taking part were offered workshops and mentoring to help them rethink working practices. Staff were given the opportunity to remain on their existing salary, working across four days instead of five.

David Mason (left) and David Alatorre, of Rivelin Robotics, say the change came with challenges. Photograph: Gary Calton/The Observer

Since last summer, staff at Rivelin Robotics have been enjoying a three-day weekend. David Alatorre, its chief technology officer, said: "We wanted to instil a culture in the company of putting wellbeing first, making sure that everybody is rested and has a good work-life balance."

Based in a bright industrial unit close to the River Don, the company makes robots that meticulously finish 3D-printed parts for manufacturers, for industries including aerospace and medicine. In consultation with colleagues, they opted to take Fridays off, and extend the working day to 8am-5.30pm on the other days of the week.

Alatorre and Mason said the change had not been without its challenges. It is a small, fast-growing startup - currently with just eight staff - and sometimes the work will not wait.

"We had a trade show that was a big launch for one of our products and a couple of the major parts were delayed. And we just couldn't physically start the process until they arrived," Mason said. "There was no way at that point in time that we could have spread that load."

He added that while it was "quite common that we'll be contacted on a Friday" he emphasised that he, Alatorre and the firm's founder, Robert Bush, tended to take the strain when that happens.

"It's nice to have the flexibility though, which makes the biggest difference to me personally, that Friday, even though I may end up working some of it, I can be at home, walk the dog, go climbing."

Alatorre said some staff would prefer five shorter days, rather than four - and the management team are now thinking through how to accommodate different working patterns as the company grows.

In total, about 2,900 employees across the UK have taken part in the pilot. Surveys of staff taken before and after found that 39% said they were less stressed, 40% were sleeping better and 54% said it was easier to balance work and home responsibilities.

The number of sick days taken during the trial fell by about two-thirds and 57% fewer staff left the firms taking part compared with the same period a year earlier.

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The vast majority of companies reported that they were satisfied with productivity and business performance over the trial period.

Ed Siegal, the chief executive of Charity Bank, said the trial 'has really moved the dial on the mood'.

Charity Bank in Tonbridge, Kent, is another participant expecting to continue with the four-day week approach for its 70 employees.

The social lender chose to offer people either a Monday or a Friday off, and the pilot supported them with what the bank's chief executive, Ed Siegel, calls "a crash course in productivity improvements".

"I would say that for roughly two-thirds of our team, it's been fantastic - it's been amazingly successful. They have successfully transitioned to working four days a week and they love it. It has really moved the dial on the mood, and people are like, 'Wow, that's a great organisation I'm working for here.'"

For the others, some of whom are senior staff used to putting in long hours throughout the week, Siegel said the bank was "trying to say to those folks - and by the way, I'm one of those folks - 'Let's just be clear, this is your choice. If you want to work four days a week, we want to support you to get there.'"

At the Royal Society of Biology, in London, its 38 employees now take either a Monday or a Friday off, and the working day has been extended from seven hours to eight.

Its chief executive, Mark Downs, said rethinking the way the organisation does its job had been crucial. "There's no way that you can reduce your working hours and maintain productivity and not do things differently."

Downs said sometimes flexibility was needed from staff, to attend essential meetings on their non-working day, for example - but surveys of employees during the pilot had produced a resounding result.

"I have to say, without exaggerating, it is the most positive response I think I've ever had to any staff survey. It was unanimously popular. Everybody was very, very supportive of it." When he asked the RSB's stakeholders whether they had noticed any diminution in service, "The answer was, absolutely not."

The 4 Day Week Campaign has said it would now like to see many more employers take the plunge, and is lobbying the government to encourage change legislating to give staff the right to request a four-day pattern.

Ryle, of the campaign, said: "The economy doesn't need us to be working five days a week any more. It was 100 years ago, the shift to a five-day week, and the economy's transformed since then."

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Business and workers hail success of UK's four-day week trial

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The vast majority of companies taking part in the world's largest trial of a four-day week have opted to continue with the new working pattern, in a result hailed as evidence that it could work across the UK economy. Of the 61 companies that entered the six-month trial, 56 have extended the four-day week, including 18 who have made it permanent.

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February 8th / A red letter day - see notes in GoogleDocs 

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February 8th / A red letter day - see notes in GoogleDocs 

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to long for something - the wish to have something or for an event to happen in reality.

fulfilment

relief

relieved

relieving

part of a process that had perhaps more red-letter days

joyfully

joyously

enjoy every stepping stone

I think when you look back, you can meet another point of view or perspective

make things more relative, give them the real importance they actually have

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February 1st - Past times and reminiscences / Grammar point: past tenses in English

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February 1st - Past times and reminiscences / Grammar point: past tenses in English

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January 24th / Collocations with "memory" - Past times and reminiscences *part 1*

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January 24th / Collocations with "memory" - Past times and reminiscences *part 1*

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January 18th / Self-improvement mentality

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January 18th / Self-improvement mentality

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roomy

track / road / sidewalk

self-improvement trend

entrepreneurship

to be in need of help

gurus

mentors

some know how to do the job / get the job done

I used to judge some friends

become a better version of myself

create a better version

living under different circumstances

he does the same things., he's done the same activities over the last five years

you live like an eternal teenager or adolescent

on the one hand, on the other hand

they start forming families

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December 21st - Design and advertisement 

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December 21st - Design and advertisement 

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December 7th / Listening practice - relationships at work

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December 7th / Listening practice - relationships at work

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Communication skills

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November 9th / 6 essential negotiation skills

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November 9th / 6 essential negotiation skills

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go back to your old rhythm / go back to normal / get back on track

I try to take it in a sensible way

In these two years, I've lived a lot of emotions in this job. I started growing in the company // job position

I began taking up more responsibilities

At some point, it became a bit too much for me, because I took as many responsibilities as those of the owners.

I was an owner in action, but not officially

I would not want to have the same agenda as them. I didn't want to get too involved

similar to my former position

less stressful, mainly

one of them, a friend of mine, is 35. The others are aged between 24-27

all single, some of them have studies and others don't

entrepreneurs

they are completely engaged with the project

I had to write it somewhere

go through this transition

I did / I took a course

between brackets (paréntesis)

I don't make a living

but the project is running/I'm running the business

I put that income towards reinvestment

could potentially become exponential

there is room for exponential growth

I don't bother her

I don't bother making any comments

they have the upper hand

tailor

cancel culture

to cancel someone

there's a fine line

between

there's the possibility to say, not anything, but close enough

Most people get the joke

Most people have a sense of humour

the levels of sarcasm

economic sectors / classes

at some point // to some extent

critical thinking

politically correct

common sense

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political correctness

noun

SOMETIMES DEROGATORY

1. conformity to prevailing liberal or radical opinion, in particular by carefully avoiding forms of expression or action that are perceived to exclude, marginalize, or insult groups of people who are socially disadvantaged or discriminated against.

"he does not bow to political correctness or to the establishment either on the left or the right"

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reserved - secretive

I'd prefer to celebrate it tomorrow

No one would judge her

avoid the topic

avoid talking about it

she holds her cards very close to her chest

idiom/idioms

idiomatic expressions

walk on eggshells

walk on thin ice

to get along like a house on fire

and after that

what's going on here?

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Inside the Mind of a Master Procrastinator | Tim Urban | TED

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October 12th - Inside the mind of a master procrastinator

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October 12th - Inside the mind of a master procrastinator

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October 5th - Remote work - Statistics // Reading charts and expressing ideas

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October 5th - Remote work - Statistics // Reading charts and expressing ideas

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Future of Work | Digital Nomads: The Changing World of Work | PBS

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By Dragomir Simovic

June 17, 2023

Remote work is hands down one of the most desirable benefits an employer can offer. The freedom to work wherever you want with more flexible hours has led to US digital nomad numbers more than doubling between the prepandemic 2019 and 2021.

Indeed, many remote employees expect remote work to become the new normal. We've created this list of the most interesting remote work statistics to examine how this model fits into the world post-COVID-19 and what it means for employee productivity.

We've used reliable sources to answer the following questions:

How has the popularity of remote work changed in recent years?

What are remote work trends for 2023?

How many companies offer work flexibility, and how flexible is this in reality?

How many people work from home?

Who is the average remote worker?

What are the benefits and challenges of remote work?

What can we expect in the future of remote work?

Key Remote Work Statistics - Editor's Pick

67% feel the greatest benefit of remote work is flexibility in how they spend their time.

31% of US employers exclusively hire remote workers.

Companies allowing remote work have 25% lower employee turnover than those without.

64% of US on-site employees who prefer exclusively working remotely intend to quit their jobs.

62% of workers feel more productive when working remotely.

The number of people who work primarily from home grew from around 9 million in 2019 to 27.6 million in 2021.

41% of small businesses are asking employees to return to work.

Remote Work Stats

More employees work remotely now than ever before, and flexible work arrangements are emerging as a key perk in the world beyond pandemic lockdowns. Still, many small businesses, as well as larger companies, are requiring employees to return to the office.

Here we have compiled key work-from-home statistics and other insights into the state of the workplace in 2023.

In the United States, 30% of employers don't allow remote work at all.

(Owl Labs)

Despite an increasing number of people seeing the benefits of having flexible working conditions, almost a third of companies in the US require full-time in-office work.

However, full-time on-site work is a preference for only 22% of employees, according to the 2022 State of Remote Work Report produced by Owl Labs in collaboration with remote work consulting firm Global Workplace Analytics.

27.6 million people in the USA worked primarily from home in 2021.

(U.S. Census Bureau)

According to telecommuting statistics available in 2022, the number of Americans working primarily from home has tripled in recent years.

In 2019, before the COVID-19 pandemic shuttered offices worldwide, around 9 million people, or 5.7% of the total US workforce, worked primarily from home, compared to 27.6 million, or 17.9%, in 2021, according to the American Community Survey released in September 2022.

Regular telecommuting surged by 216% between 2005 and 2019.

(Global Workplace Analytics)

According to stats on working from home, advanced technology makes it possible for many industries to be equally productive with completely remote and full-time in-office staff.

Regular telecommuting expanded over 11 times faster than the rest of the workforce, which increased by 20%, and 54 times faster than the self-employed population, which grew by 4%, according to Global Workplace Analytics' analysis of ACS data.

41% of small companies are asking employees to return to work.

(Owl Labs)

Stats on people working from home in 2022 show that small companies that hire between 10 and 50 employees are more likely to require them to return to the office than enterprises with 10,000-plus employees (27%).

At the same time, small businesses are behind on updating their video meeting technology. Only 32% of them have done so, compared to 46% of larger companies with between 5,001 and 10,000 employees.

74% of professionals believe remote work will become the new normal.

(Growremotely)

The percentage is only slightly higher among entrepreneurs, at 76%. Working remotely adds to the sense of freedom for both entrepreneurs and professionals, as this lifestyle allows for more flexibility in terms of where you work from. There's little doubt these remote and work-from-home trends will continue in the future.

31% of US employers exclusively hire remote workers.

(Owl Labs)

Although 30% of companies don't allow remote work, 31% are actually 100% remote companies. Only a slightly lower percentage, 29% of employers, allow hybrid work, with between one and four days spent in the office. The shares of those requiring only occasional remote work and occasional in-office work are 6% and 2%, respectively.

By 2025, 36.2 million Americans will work remotely.

(Upwork)

According to remote work statistics unveiled by Upwork's Future Workforce Pulse report, 19.4 million Americans worked remotely in the pre-pandemic era. The data also shows that, due to the pandemic, 53% of businesses say that remote work has increased their willingness to hire freelancers.

In the US, 25% of workers work from home at least once every week.

(Owl Labs)

According to the remote workers statistics for 2022, 34% of US employees have remote jobs, while 41% are working in a physical office. Tellingly, Owl Labs' data also shows that millennials lead the way among those who prefer fully remote work, with 44%, compared to 41% of Generation X, 40% of Gen Z, and 38% of boomers.

Gen Z, with 38%, leans more toward the hybrid model than millennials (37%), Gen X (34%), and boomers (30%). Working in an office full-time is preferred by 31% of boomers, 25% of Gen X, 22% of Gen Z, and only 19% of millennials.

46% of women in the US prefer remote working.

(Owl Labs)

Statistics on remote work show only 39% of men prefer working remotely. At the same time, 37% of men, compared to 34% of women, like hybrid work more than other models. The survey conducted in July 2022 also shows that 24% of men and 19% of women prefer the onsite office environment to hybrid work or being fully remote.

Benefits of Remote Work

People who work remotely love their improved work-life balance so much that a majority would even take a pay cut to have flexible working hours. This and other startling statistics about remote work can provide guidelines to business leaders on how to proceed with the workforce post-COVID-19 pandemic.

67% of people who work remotely see flexibility in how they spend their time as the biggest benefit.

(Statista)

Remote work statistics from 2022 show that the second-biggest benefit seen by 62% of remote workers is the flexibility to work from any location. Having more time, thanks to not having to commute, is cited as a benefit by 59% of respondents.

97% of remote workers would like to work remotely for at least some of the time in their careers.

(Buffer)

As we've already mentioned, 30% of companies still don't allow remote work, even though it obviously has positive effects on employee morale and engagement at work.

In fact, according to the remote working statistics unveiled by Buffer's State of Remote Work 2022, a whopping 97% of respondents would recommend remote work to others. This is certainly something companies should consider in their proposals.

Statistics about remote work show that 55% of workers would take a pay cut of 5% or more to have flexible working hours.

(Owl Labs)

The possibility of having a flexible working environment is so tempting that 52% of workers would take a pay cut of 5% or more to have flexibility in the working location. The share of those who would take a pay cut of 10% or more is 23%.

Companies that allow remote work have 25% lower employee turnover than those that don't.

(Owl Labs)

This may seem like a small difference right now, but it's a clear indicator of the correlation between these two factors. As more and more companies begin to offer remote work as an option, employee satisfaction and loyalty will increase.

32% of people feel that a flexible schedule is the greatest benefit of remote work.

(Buffer)

Remote work statistics show that people also enjoy the fact they can work from any location they want (25%), don't have to commute (22%), and can spend time with family (11%). Remote work obviously allows for a better work-life balance and greater employee satisfaction.

17% of remote workers say their companies have a four-day workweek.

(Buffer)

Even when their companies do not offer a four-day workweek, 69% of remote employees wish their company had this policy in place. At the same time, 14% say this option is not important to them.

Buffer's State of Remote Work 2022 report also shows that 63% of workers' employers support remote work by offering flexible working arrangements, while 30% say this is not an option but they wish it were.

One-way travel time to work dropped from 27.6 minutes in 2019 to 25.6 minutes in 2021, thanks to more people working from home.

(U.S. Census Bureau)

Among metropolitan areas with a million or more residents, the San Francisco-Oakland-Berkeley, CA Metro Area and the San Jose-Sunnyvale-Santa Clara, CA Metro Area had the highest percentage of people working from home (approximately 35%) in 2021.

This comes as no surprise since this metro has strong links to both the information and technology sectors.

A half-time telecommuter saves 11 workdays per year thanks to reduced commuting.

(Global Workplace Analytics)

People working from home half the time save an estimated $600-$6,000 per year, even when additional energy costs are subtracted. These telecommuting statistics account for savings from reduced costs for travel, parking, and food.

A typical US employer saves $11,000 for every half-time telecommuter they hire per year.

(Global Workplace Analytics)

Another piece of information that might help employees argue for their right to work from home is the fact that it's beneficial for employers, too. According to working-from-home statistics, the savings for employers come from increased productivity, reduced absenteeism and turnover, and lower real estate costs, among other cost-cutting benefits.

If all those who could work remotely did so just half the time, the cut in greenhouse gas emissions would be equal to taking the entire New York State workforce off the road.

(Global Workplace Analytics)

This cut in greenhouse gas emissions would require a 75% reduction in driving on remote days, according to telecommuting stats.

It turns out that remote work isn't only beneficial for employees and their employers but also for the environment. Work-from-home employees don't commute daily, dramatically reducing the amount of pollution they're responsible for.

62% of workers feel more productive when working remotely.

(FlexJobs, Owl Labs)

By contrast, only 11% feel less productive when working offsite. These remote worker productivity stats show marked differences by employee age - millennials and Gen Z feel more productive at home. In contrast, boomers and Gen X feel more productive in office space.

Remote Work Problems

Of course, working-from-home stats also show it's not all roses. The below section looks into how workplace stress trends are shifting and the possible fallout of pushing employees to return to the office.

25% of remote workers are unable to unplug after work.

(Buffer)

The flexibility of remote work sometimes makes it difficult to shut off from work and make use of free time. At least, that's the case for 25% of remote workers. Meanwhile, 24% of remote workers cite loneliness as a struggle when working from home, according to these work-from-home statistics.

An equal percentage of remote employees, 21% to be exact, say that working across time zones, difficulty focusing, and staying motivated are their struggles when working offsite.

64% of US on-site employees who prefer exclusively working remotely intend to quit their jobs.

(Gallup)

Workplace stress is nothing new, but the rise of remote and hybrid options has led to new developments in why people feel burned out and have lower employee engagement.

A Gallup survey of US remote-capable yet on-site employees in June 2022 showed that 47% of those who prefer exclusively remote work and 36% of those who favor the hybrid work model experience burnout and are more likely to look for a new job when forced to work from an office.

At least six in 10 office workers (65%) whose jobs can be done elsewhere prefer hybrid work, while the desire to exclusively work from home has more than doubled from 7% in October 2021 to 16% in June 2022, according to these labor force insights.

53% of millennials would look for another job if their employers asked them to return to the office.

(Employee Benefit News)

According to remote work statistics from 2022, 33% of boomers and 40% of zoomers would do the same. 53% of millennials and 46% of zoomers even feel a raise would be necessary to get them back in the office.

Employees are split on the most productive location for brainstorming.

(Owl Labs)

Brainstorming is all about speed, wit, and bouncing ideas around the room. According to working-from-home productivity stats, 39% of employees prefer to do it in the office and 37% from home. Workers believe the office is the most productive environment for meeting new people (59%), managing others (51%), and team meetings (51%).

49% of workers feel managers view those in the office as harder working and more trustworthy than their remote counterparts.

(Owl Labs)

The 2022 remote work survey by Owl Labs shows 48% of workers are concerned that working remotely means they have less of a say at work and will miss out on opportunities.

Other Telecommuting and Working-from-Home Stats

Did you know over 35 million digital nomads roamed around the world in 2022? Read about this and other stats on working remotely in the following section.

59% of remote workers around the world would like to continue primarily working remotely from home.

(Buffer)

Work flexibility means that these employees are free to work from anywhere they want, yet most choose their homes as the optimal location. However, not far behind are remote employees who said they would prefer to continue primarily working from other locations (41%). These remote work stats are a perfect segue for some surprising digital nomad statistics.

79% of people working from home pay for their internet themselves.

(AppNeta)

Remote work statistics also show us that remote work comes with some additional expenses people don't usually think about. Nearly four-fifths of remote workers have to pay for their own internet because the company doesn't cover this expense. Add another 10% of those who say their partners cover their internet expenses and 5% of those who say their parents foot the bill.

A mere 1% say their company or employer pays their internet bill.

There are more than 35 million digital nomads globally as of 2022.

(Two Tickets Anywhere)

In the US alone, the number of digital nomads has more than doubled from 7.3 million in 2019 to 15.5 million in 2021. These telecommuting statistics from 2022 tell us that 73% of digital nomads chose this work model to improve their work-life balance; 68% due to the freedom of the lifestyle; 55% because of their love of travel; and 43% to avoid office politics.

An average digital nomad is 32 years old. While 51% of digital nomads come from the US, the UK is in second place with 8%, followed by Russia and Canada with 5% each.

The worldwide remote desktop market is projected to grow from $2.27 billion in 2022 to $7.22 billion by 2029.

(Fortune Business Insights)

The global remote desktop software market is forecast to grow at a CAGR of 18% in the 2022-2029 period. The market, valued at $1.92 billion in 2021, is experiencing robust growth due to the increasing adoption of the work-from-home practice in the past few years.

The virtual office market is expected to expand from $40.5 billion in 2021 to $137.7 billion in 2029.

(Maximize Market Research)

The virtual office market has also been experiencing higher-than-anticipated growth due to the increased demand for virtual office spaces amid an increased adoption of remote work. The MMR projection assumes a CAGR of 16.5% in the 2021-2029 period.

Parting Thoughts

Flexible work hours and flexibility in how people spend their time are the key perks either desired or enjoyed by off-site employees, remote work statistics in 2022 show. So much so that the majority of workers who prefer to exclusively work remotely are willing to quit if their employers do not allow them to do so.

One thing that is certain is that remote work is now a fact of life, and employers requiring employees to return to the office should tread lightly to avoid unexpectedly high turnover rates in the months and years to come.

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The Ultimate List of Remote Work Statistics: The 2023 Edition

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Remote work is one of the most desirable benefits an employer can offer. What are the remote work trends for 2023? How many people work from home?

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September 28th - first lesson - creativity and inspiration

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September 28th - first lesson - creativity and inspiration

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77. What would you do if you woke up with the ability to speak all languages fluently?
I could probably exploit that talent and make a living of it
boundless
consistency and commitment to the task

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Japanese designer Oki Sato on his playful approach to design | Braun | British GQ

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Zoom is the leader in modern enterprise video communications, with an easy, reliable cloud platform for video and audio conferencing, chat, and webinars across mobile, desktop, and room systems. Zoom Rooms is the original software-based conference room solution used around the world in board, confer…