Note the findings of a 2013 Stanford study of call center employees offered the opportunity to work remotely for a Chinese travel agency:
- 13% increase in performance from home-working, of which 9% was from working more minutes of their shift period (fewer breaks and sick days) and 4% from higher performance per minute.
- No negative spillovers onto workers who stayed in the office.
- Home workers reported substantially higher work satisfaction and psychological attitude scores, and their job attrition rates fell by over 50%.
- When the experiment ended and workers were allowed to choose whether to work at home or in the office, selection effects almost doubled the gains in performance.
Years later, how does this study compare to what you are seeing and experiencing?
