New Ways of Working: Working from Home

There is nothing innovative about working from home. Employees in some capacities have been working from home for years, whether this is in a self-employed position or whilst occupying roles that benefit from a higher level of autonomy and asynchronous working.

However, the Covid-19 pandemic has forced companies to think differently when it comes to home working, and through the use of technology and alternative ways of collaboration, working from home has become a lot more commonplace. Some companies would argue that this has brought about new challenges, particularly as we emerge from the pandemic and the attempt to entice employees back to the office. However, many organisations have seen a shift in how working from home has encouraged more inclusive practices and has challenged the norms associated with effective leadership.

The option of home working, whether on a full-time basis or through the adoption of a hybrid model, opens the door for a more level playing field, in terms of access to opportunities and availability of a variety of roles, to a new pool of candidates. So rather than just counting the numbers to demonstrate diversity within their Company, employers have become more aware of individual circumstances and have adapted policies to ensure that work arrangements enable employees to do their best work, and feel included and empowered.

However, employers should remain cautious regarding continued working from home to ensure that employees remain engaged and motivated. Home working has the potential to muddy the waters between what should be considered the home and the workplace, leading to increased working hours and workplace stress. Another challenge for employers is finding a balance between entrusting and intrusion, with reports from clients of live monitoring of keystrokes or webcams, increased reporting, and micromanagement of daily tasks leading to feelings of lack of trust and resentment towards the Employer.

Finally, home working has changed how we interact with each other. Whilst the early pandemic novelty of Friday night ‘Zoom parties’ has long since passed, many employees remain socially dependent on those around them, so employers should be conscious of the impact of isolation on employee well-being, performance, and collaboration. Hybrid models can help with this as it allows employees to interact with colleagues, whilst occasionally benefiting from isolation when needed. However, for those who work primarily from home, employers should consider the use of technology to encourage and increase collaboration and foster greater cohesion amongst employees.

Personally, the option of home working is priceless. It allows me to spend more time with family with no travel time work and having lunches together, giving a better work-life balance and allowing time to focus away from the distractions of the office. I have found myself more productive as a result, and value the trust afforded by my employer to support new ways of working.

I am currently working on a project on behalf of a client to investigate the feasibility and viability of new ways of working. If you would like to discuss participating in this project, or if you have any questions regarding the practical application of New Ways of Working (working from home, hybrid, flexibly, and condensed working weeks), please do not hesitate to contact me at emmet.owens@thinkpeople.co.uk or enquiries@thinkpeople.co.uk

 

Emmet Owens

Senior HR Consultant, Think People Consulting