Reproduce “A Wave of Resignations in the Aftermath of Remote Onboarding” on OpenResearch
Turn your favorite coding agents into research agents that review literature, develop hypotheses, and run experiments.
Universal app for Apple silicon and Intel. Requires macOS 11 or later.
About this paper
Darja Smite, Franz Zieris, Lars-Ola Damm
A longitudinal study at Ericsson found that employees onboarded fully remotely during the COVID-19 pandemic experienced significantly higher voluntary resignation rates within their first three years, a trend attributed to issues like 'Job Content' and lack of integration. The company's subsequent implementation of hybrid work models, including mandatory onsite presence, coincided with a stabilization of retention rates, suggesting these models can mitigate the attrition risks associated with remote onboarding.
Key insights
- Remote onboarding during the pandemic created a delayed attrition risk, with remotely onboarded employees becoming significantly more likely to resign between 0.5 and 3 years of tenure.
- The surge in 'Job Content' as a primary reason for resignation during the 2021-2022 attrition wave suggests remote onboarding may hinder integration, mentorship, and opportunities for meaningful work.
- Hybrid work models requiring a defined onsite presence, particularly when designed to foster co-presence among new hires and their teams, appear to be an effective strategy for restoring pre-pandemic retention levels.
Summary by alphaXiv.
Tip: change arxiv.org to autoarxiv.org in any arXiv abstract link to open the paper here.