For business, the benefits are considerable: a typical employer can save $11,000 per year for every person that works remotely for 50 percent of the time. They also get access to a larger pool of talent and may see increased productivity. For employees, remote working means more flexibility, less travel time and, for some, improved employee satisfaction. However, as organisations, roles and individuals differ, remote working might not be for everyone—just yet.
Individual resilience varies, as do the practicalities for different individuals working from home. In addition, the day-to-day office experiences that create a culture, from whiteboard sessions to coffee breaks and lunch table get-togethers, have disappeared. With limited guidelines on how to make it work and who to turn to—gaps in basic physical, mental and relational needs are beginning to emerge.
- 57% of workers say it is difficult to switch off.
- 65% of employees working from home rank new technology hardware as the number one area of support that would make remote working easier.
To succeed, organisations need to help their employees build resilience in new ways of working. Is remote working for your organisation?
As we enter this period of ‘never normal’, NOW is the time to reflect and to decide: how can we make this new reality work for us?
Key questions to ask include:
- Do your people have the financial means to set up and sustain a home office?
- Is your workforce digitally fluent?
- Do your people feel valued and included as a part of your culture?
- Do/did people enjoy the remote working experience? Is/was there adequate support?
- Do employees have routines in place to manage their day?
- Is there trust in leadership?