#1 Working From Home is no longer a perk.
Until relatively recently, many organizations have been sceptical about remote working. Managers don’t always trust their people to have the self-discipline or motivation to be productive at home or away from the workplace, so many have insisted on having people come to the oﬃce every day.
Now, accelerated by the pandemic, working from home is no longer a perk – it’s essential for today’s businesses to support it.
Remote working is already a popular option in Europe, with 23% of Danes, 21% of Dutch workers and 18% of Swedes working from home at least several times a month. But the US and UK have lagged behind – before the pandemic forced millions of workers to work from home, just 7% of Americans regularly worked from home as recently as 2019.
80% of US employees want to work from home at least some of the time, and 37% of employees would change jobs for more remote working
(with this figure rising to 50% of millennial workers). “Agile working policies,” such as that introduced at law ﬁrm Linklaters, are increasingly becoming the norm, giving employees the freedom to choose when and where they work around mutually agreed core hours.
Remote working has a significant impact on employees. Gallup research has found that working remotely 60-80% of the time leads to the highest employee engagement, and they are the most likely of all employees to strongly agree that their engagement needs, relating to development and work relationships, are being met.
Remote working is having a huge positive impact in the majority of organizations and it may become the only option – as some organizations are already giving up on the large oﬃ ce completely and oﬀ ering local shared work spaces.
But it comes with its own set of challenges. Learning and HR teams are now left scratching their heads when it comes to maintaining the company culture and providing employees with everything they need to work, learn and perform well at home. So what’s your next move?
of workers said they would be more productive in a home office than a normal office
of employers report increased productivity for remote workers compared to in-office workers
of workers say they are more productive working remotely due to reduced distractions
of employees feel they do not need an office to be productive
of workers believe that working from home is decreasing their expenditure
The Remote Working Disruptor
One day, your people were in the oﬃce, sharing ideas around the coﬀee machine and collaborating with colleagues in a meeting room. The next, they were fi ring up their laptops at the kitchen table and screen sharing over Zoom.
As much as people like working from home (for the most part), there is an adjustment to make as your people adapt to doing it long term. How can your learning and HR teams ensure that your managers have the ability to manage from a distance, maintaining employee engagement and high performance, as well as supporting your people’s wellbeing?
All 5 Workplace Disruptors
#1 Working From Home Is No Longer A Perk
#2 Cutting Through The Noise Of New Technology
#3 Refining Your Talent Mix With A Blended Workforce
#4 Turning The Ship In Times Of Rapid Change
#5 Reskilling Your People To Stay Relevant