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The result is engaged workers who feel a closer connection to their work, and who are able to bring more of themselves into the office, even in a remote setting.

The access and visibility angle may be important to organizations that have shifted to remote and/or hybrid work environments in recent years.

In fact, WorldatWork’s 2024 Total Rewards Inventory of Programs and Practices showed more employees are providing several caregiving programs, such as unpaid medical or caregiver leave and remote work.

“They need help reestablishing their networks, especially if coming back into a remote or hybrid role or a new organization,” she explained.

Save Reuse Permission Creativity is a core human skill that remains vital in the age of remote work, digital communication and artificial intelligence (AI) — yet many working adults, including those holding down corporate total rewards (TR) functions, believe they aren’t the “creative type.”

Time is so valuable that 80% of surveyed job seekers said they would prefer job opportunities with generous or unlimited PTO over higher-paid opportunities, with flexible and remote work rating at a similar level.

For example, employer-provided benefits that help pay for childcare was the top wish of 46% of respondents in the most recent Modern Family Index , slightly ahead of both flexible work hours and unlimited remote work.

“Recognizing the same individuals over and over, recognizing those in the office more frequently than remote or hybrid employees, and in general not having clarity on what the criteria is for being recognized can dampen engagement,” she said.

Additional findings from the DDI report include: ;Hybrid and remote leaders report the highest burnout rates — at 57% and 56%, respectively — highlighting the challenges of isolation and blurred work-life boundaries.

We’ve also worked to ensure these programs are inclusive and accessible for our remote, global workforce by leveraging digital tools and flexible design.