During the pandemic, businesses had no option but to adapt and implement systems and structures for employees to work from home in order to maintain some continuity.
Since then, whether employees are able to continue working from home or are required to head back to the office has become an area of uncertainty. While many businesses have allowed working from home to continue, more and more companies are now instructing their employees to work from the office.
With any working arrangement, there are potential benefits and pitfalls. It is important to assess both and come to a clear, considered and appealing offering that works for both companies and their employees.
What are the potential benefits of working from home?
- Increased productivity
- Improved work-life balance
- Reduced commute stress
- Increased focus and efficiency
- Enhanced team communication
- Increased employee satisfaction
- Reduced office distractions
- Ability to take advantage of home-office technologies
- Reduced office strain
- Increased employee engagement
Work from home policies – what factors should an Employer consider?
To successfully implement remote work options – employers should establish clear guidelines and expectations. They should also provide necessary resources and support, and regularly check in with remote employees to ensure their well-being and productivity.
Skills and experience
For anyone to be able to work from home and maintain the same level of productivity as they would in the workplace, there are some key skills that should be considered, such as:
- Time management skills
- Self-discipline
- The ability to work independently
- Excellent communication skills
Overall, successful remote workers must be highly motivated, adaptable, and able to maintain a work-life balance while working in a non-traditional office setting.
Need for face-to-face interaction
When considering work from home options, it is important to factor in the potential loss of face-to-face interaction and take steps to mitigate the impact.
This can include utilising tools such as video calls and messaging, as well as actively participating in meetings and showing willingness to attend optional meetings.
Employers should also consider implementing policies to ensure the proper use of these tools and to encourage connectivity within the team.
Availability of technology
Remote work heavily relies on technology and can incur additional costs to make technology available such as:
- Laptops
- Smartphones
- Printers/Scanners/Photocopiers
- Video conferencing/Teams/Skype
Poor technology can lead to frustrating work experiences. This includes disruptions during important meetings and loss of productivity. It is essential to invest in high-quality technology that meets the requirements of remote work.
Performance metrics
When deciding whether to implement remote work for employees, there are several performance metrics that employers should consider to measure productivity:
- Completed tasks
- Quality of work
- Time management
By considering these metrics, you can make informed decisions about whether remote work is a viable option for your organisation.
Workplace stress
Workplace stress is a major factor to consider when deciding whether to work from home or to facilitate your teams to work from home. Too much stress has a very detrimental effect on work productivity. It can impair concentration, the ability to grasp new information, and overall health.
Balancing work and personal lives can be overwhelming. This stress affects employees’ physical and mental health – and in turn, their performance.
Allowing employees to work from home can help reduce stress levels, ultimately leading to increased productivity. However, working fully remotely can also contribute to individuals working over their hours, an increased sense of isolation, and eventual burnout. It is essential that employees are encouraged to engage and interact, and to take regular breaks. Ensuring that employees enforce boundaries between work/life balance becomes particularly important when working from home.
Employee retention rate
Offering hybrid working options can positively impact employee retention rates by providing flexibility and improving work/life balance.
However, employers should consider potential drawbacks. This includes the challenges of maintaining company culture and communication, as well as the potential for burnout and isolation among remote workers.
What works for one employee will not necessarily work for another. It is essential that, wherever possible, individual needs are accounted for.
Stress and distractions
Stress and distractions can significantly impact productivity when working from home. Stress can impair concentration and the ability to grasp new information. While working from home, distractions such as family members, pets, and household jobs can make it difficult to stay on task and meet deadlines.
It is vital that employees have a safe and suitable environment from which they can work from home and that they have the self-direction and autonomy to establish clear boundaries between work and home life.
Employers can help by discussing intrusive tasks and distractions during check-ins and strategising about what works best for the employee. By combating stress and distractions, remote employees can maintain their productivity and mental health while balancing their work and personal responsibilities.
How can Employers measure Employee productivity when working from home?
To measure the productivity of employees working from home, employers can define key performance indicators (KPIs) and goals. These metrics will differ greatly depending on your industry. However, in most cases, KPIs should be seen as indicators and not as a rulebook.
Regular check-ins can help to track progress. They are an opportunity to provide feedback and address any issues that may be affecting productivity.
Ultimately, the goal is to create a culture of accountability and transparency that empowers employees to take ownership of their work and achieve their goals.
