Remote working is here to stay. According to certain sources that 50% of the UK workforce will work from home or out of office in the next couple of years.
This is a staggering statistic. But it’s not hard to see why.
The benefits of flexible or remote working are clear. Even though the concept isn’t new but the technology is available to make it simpler and less expensive to accomplish it effectively.
Effective digital leaders are aware that software such as Office 365 is revolutionising online productivity and communication. technologies such as 4G/5G, WiFi shared by public networks are giving the capability.
However, if you’re thinking about the introduction of working from home or creating a new policy for remote working There are a few things to consider.
In the first place, is it an ideal idea?
Benefits of Remote Working
We believe that today’s technology – oiled by an environment of support – the benefits of working from home could be felt by employees, and will benefit our company.
On the surface there are benefits for both employers and employees. But if you’re considering the implications of remote working on your team, it’s important to first be aware of a few essential aspects.
Here are five points to consider prior to drafting remote working policies.
1. Working Environment
When I inform people that I work from home, one question comes up more often than any other: how do I finish my work?
No doubt they craft thoughts of pyjamas and background TV boxes.
It is obvious that creating the perfect working environment is essential to ensure that productive work ‘gets done’. So , a comfortable, free of distractions area to work in is top of the list for would-be remote staff.
It is true that a lot of time and money is used to design work-friendly workplaces. Lighting, spacing, temperature, chairs that move. You wouldn’t put your HR manager in a damp basement.
The majority of employees don’t want the idea of having their bosses visit their homes. However, to enjoy full benefits of working from home It is crucial to provide guidance and training to employees for creating spaces that are safe and comfortable; as well as to supervisors on how to manage and assist their remote workers well.
2. Zero Commute Safety, Cost and Environmental Benefits
A long drive to work every day is not good for anyone.
Being able to skip the commute is among the most significant benefits of working from home. The financial, health, and environmental benefits alone make remote jobs a desirable choice.
To name a few:
Employees save cash (often several hundred pounds each month).
This prevents lateness in the workplace.
Allows employees to begin work earlier.
Improvement in impacts on the environment (both locally and globally).
The organisation saves money (can provide flexible working in lieu of higher wages).
Improved equality for those who find it hard to travel.
Employees are more relaxed.
Employees are protected (if previously walking/cycling in high traffic areas).
Employees are healthier (if previously sitting in traffic or using public transportation).
3. Impact on Work Hours
One of the main issues that remote working employees face is the impact it has on working hours.
‘A survey of the Japanese Institute of Labour Policy and Training (JILPT 2015) of remote workers in Japan revealed how the “ambiguity of working and [time] off’ was the number one disadvantage of remote working for both women (36.4 percent) and men (39.3%). In addition, research conducted by the Japanese Ministry of Health and Welfare (MHLW 2014), covering employees in 30 Japanese firms, found that 43.5% of respondents find it ‘difficult to distinguish between work and home life’. **
Many remote workers find it hard to determine when work starts and when it ends. Being constantly connected to the workplace, especially via smartphones, requires an effort to “clock out”. Rather than being able to simply walk out of the building at the end of the day.
Lots of research has been conducted about the effects of remote working on working hours. The results can vary, especially with respect to demographics. However, there is a consensus that people who work remotely or from home do more hours than office workers.
It’s easy to see the reasons for this. Phone calls or emails that are outside of your working hours. Contact during days off or during annual holiday. “20 minutes” of sending emails on Saturday can easily become an hour or even two. The impact on family and friends this can have is worthy of discussion.
“Right of Disconnection” law
In response, a growing number of companies are supporting “right to disconnect” laws.
The laws are designed to reduce the negative effects of continual connectedness to the office through securing employees’ non-working time. Oft referred to as ‘work no end and never ending’, this topic has been the focus of an increasing number of studies and national policies.
When this continual connectedness happens frequently, the weekly hours pile up without even realising it. And while this might boost productivity in the short-term, the long-term pressures on workers are either unhealthy or unsustainable.
4. Sickness
The policy on sickness is quite transparent for office staff If you’re well enough to work, come in; if you’re too sick to go to work, then take the day off.
For employees working from home there is a blurring of lines.
In many cases it is the case that the number of sick days that employees take when working from home decreases. When the stress of getting to the office eliminated, it’s often possible to be at home, feeling tired or over-excited, yet still carry out some work. With no worries about the dirty look from other desks, or the fear of being caught with what you’ve brought along.
This is good for sick numbers. But arguably not so good for employers and their employees.
Working while unwell means they’re less likely to rest that they need to heal quickly. Personally, there’s been times when I’ve fallen ill throughout the night, and woken the next morning in a state of discomfort, and then started working at home. After which I decided to quit and fall back asleep just an hour or so later.
Also for employers, though the sick workers of your company might be clocked in but there’s no guarantee that they’ll be able to perform the work they’re capable of doing.
When an organization is implementing a remote or work from home policy it’s a balancing task of ensuring employees’ health, controlling the quality of work created as well as being flexible enough to accommodate non-incapacitating illnesses.
5. Isolation and Team Spirit
Separation from your team and from the general buzz in the office may be another issue when working at your home.
For many, having a quiet spot to work in is ideal for peace of mind and getting lots done.
In my case, I’m writing this from my home office. The only noise is a distant tractor and the gentle breeze that has just taken from the wood just outside of the window.
Compare this to our work space in Old Street, and you can see why I’m grateful for the days I can stay at home.
However, after a time when you’re only thinking about some thoughts, and perhaps a call from time to keep you awake It’s easy to overlook the constant buzz of things going on’. According to the Eurofound report one of the major challenges facing people who are mobile is lack of access to informal information sharing at work. i.e. general chit chat. ***
With today’s software, sharing information that is important is simple. However, humans have the natural reluctance of asking your coworker ‘did you see anything exciting on TV this evening’ via email.
Events like daily meetings and team calls give this opportunity. The ability to freely speak and not be confined to daily tasks and duties. Not only can it help to break the silence, but it can it also keeps you in touch with your colleagues, to create bonds and keep a an esprit de corps.
A New World of Remote Working New World of Remote Working
With the advancement of technology and today’s worker preference, it’s apparent that remote working is going to be a thing of the past.
To accommodate this huge change, it is essential to grasp it. To recognise the ‘new world of work’ that is made of new possibilities, new standards, along with new work relationships.
The current world of work is basically separated from time and physical space. The focus is now on the performance of employees over time and/or location.
It requires a new style of management, centered by autonomy and self-responsibility of employees. It requires knowledge, constructive attitudes and trust-based relations.
It has been recognised that this new method of working relies on 8 factors for success:
Management’s outstanding behavior.
Autonomy.
Flexibility with regard to time and work location.
Access to information (less hierarchy and access to information at all times) along with constant communication (both from the bottom upwards and up down).
Responsibility for results and not for working hours.
Sharing your knowledge with colleagues.
Online cooperation with colleagues.
Development possibilities. ***
Remote working has been a part of numerous recent social changes, which are made possible by advancements in technology.
With these new options and more choices, we need to consider how the columns of working life are being rearranged around our rapidly disappearing offices. To create a ‘workplace’ that’s good for both the workers and employers of today and the future.
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