Working from home, is it still working for us?
For a lot of us, we were catapulted into this new world of home working in March 2020, a freedom that I always thought was exclusive to the most privileged or highest earners, but over three years later some of us still find ourselves in the same spot, or at least navigating some form of hybrid working, and there is a huge shift in mindset amongst job seekers and employees. So, is working from home still working for us?
According to data released by the Office for National Statistics at the beginning of 2023, 16% of the workforce still worked solely from home with 28% adopting some variation of hybrid working who split their time between WFH and attending an office in comparison to their survey conducted in 2019 where only 12% of workers reported to have worked from home at some point in the 7 days before they were asked.
The shift to working from home is representative of a world that is continuously changing, adjusting, and looking for fresh approaches. It’s fascinating to watch how these developments will impact the global economy and how it will shape the future of work moving forward.
Working from home (WFH) has become more popular, but there are benefits and drawbacks. Even while it has helped a lot of people, it’s important to understand that not everyone benefits from it in the same way. Let’s explore further some of these impacts.
It is fair to say that among some of the biggest supporters of WFH are those that are seeking flexibility in their daily routines, whether this be for care related purposes or something different, it enables individuals to balance their responsibilities more effectively.
A study published in January 2023 by The University of Birmingham found that 59.5% of managers found that WFH increases productivity. Many more studies suggest that the reasons for this is that employees have fewer distractions, thrive in personalised work spaces and have reduced their fatigue from commuting. The absence of a daily commute also saves time and money, the absence of that particular financial burden can boost savings and improve mental health. Other cost savings for employees include food, childcare, and professional clothing. For the employer there are savings to be had on office space, utility bills, office supplies and more.
Employers have also seen an increase in job satisfaction. The offer of autonomy and trust to the employee, may encourage someone to be loyal meaning that staff retention is high, however, if companies do find themselves in the market for additional staff then WFH offers a broader range of candidates available without any location or travel restrictions.
It has also proved successful for companies that have global teams. Companies have found that it levels the playing field and that communication channels amongst remote teams has improved.
It is important to note that whereas some people have adapted to this way of working it is not an ideal solution to all, seeing employees opt out of hybrid/ home working due to the impact and toll it can take on their mental health. With lack of routine, increased feelings of isolation and loneliness and the inability to separate your working life from your personal life we are seeing employees opt to work in the office, offering this flexibility and hybrid approach can be costly to companies. This calls for more creativity with policies which may include flexi-time (TOIL) or hot desking, to ensure that staff can be accommodated.
Covid-19 accelerated the shift from what was once thought to be an uncommon luxury or improvised emergency remedy to a standard practise used by businesses everywhere and it is obvious that, at least for now, it is here to stay, in some capacity. Although, it is apparent that there is not an universal answer, and it would be unrealistic for employees and employers to think that.
The overall consensus is that by offering some kind of hybrid working model you are more likely to attract staff and retain staff. Once companies have navigated the ins and outs of how their hybrid working model is going to look, which includes managing the level of engagement for employees, setting clear goals and accountabilities, then the level of job satisfaction will increase.
Ensuring that the employee remains productive and engaged is not easy, it requires a company to effectively establish guidelines, rules and set clear goals but with transparency and clear expectations, it is hard to see why it can’t continue to work for us. The ability to adapt, show empathy, and recognise that every person’s ideal workplace may look a little different will probably be key components shaping the future of work.
