Offline workers are the backbone of many industries such as manufacturing, food service, facilities management, retail and hospitality. Unlike traditional office employees who sit at a desk and do the majority of their work on a computer, offline workers spend most or all of their time away from desks and digital divides, focusing instead on direct, hands-on tasks.
This group includes frontline employees (who provide face-to-face customer interaction) and deskless workers (those who are not tethered to a desk). They represent a significant portion of the global workforce—nearly 80%!
Without constant access to company emails, team meetings or online tools, offline workers often have a harder time staying connected to the company’s broader goals and culture compared to their online counterparts. Research suggests that over 80% of frontline employees feel that they’re not kept properly informed by management and more than half don’t understand the overall strategy of the company.
As a result, many offline workers feel left out of team communications and recognition programs that can help reinforce their value to the organization. Without a regular way to engage, these employees may feel isolated, unsupported and detached from the company’s vision. For instance, the most recent Deskless Report found that only 39% of employees felt heard by their organization. Even more concerning, 51% believe they are seen as less important than their in-office counterparts, according to a study from Workplace from Meta.
All this leads to what is known as the “Great Offline Disconnect” – a gap in understanding between offline employees and leadership. One of the most effective anecdotes: an engaging, inclusive recognition program that recognizes every employee’s contributions, on and offline.
→ 51% of offline workers believe they are seen as less important than their online peers (Workplace from Meta)
