When asked why they wanted to work independently respondents cited "greater flexibility in schedule and control over work environment, the opportunity to earn more and a better work-life balance."
"Managing a more independent workforce requires a different approach from management. One where leaders have to trust more and be more confident in their own abilities to manage remote employees," says Sturrock.
"The key point is to survey your employees, and regularly. Then act on the feedback. People will participate if they believe their input will make a positive difference."
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