It has been a few years since COVID-19 happened, and we have all seen the impact it has had on work culture and operations all across the world. There has also been a major transition in the way companies operate today, with most of them adapting completely to work-from-home (WFH) or hybrid mode.
WFH pretty much seemed temporary back then. However, as we move towards normalizing, one can expect it to be a permanent fixture soon. Two years from now, one can expect the global workforce to embrace a hybrid work model.
A report by Gallup suggests that 59% of employees tend to prefer hybrid remote-office work to on-site. The thing is, working from home is not only good for the employees but can also be advantageous for the companies.
With time, everyone, including the companies needs to adapt. Failing to do so may lead to talent attrition. Remote work offers flexible scheduling, fostering improved work-life balance, mental well-being, and higher productivity.
Why should all companies consider WFH?
Adaptable work schedule: Because remote work allows employees to choose their own flexible work schedules throughout the week, it improves the work-life balance.
Get rid of lengthy commutes: Employees can save a lot of time and energy by working remotely and avoiding the strain of everyday long-distance journeys.
A less demanding environment: When compared to a regular office, the home office setting frequently turns out to be less stressful, which fosters more attention and productivity.
Not only that, according to some researches,
“Engagement is highest for men and women who perform replacement work-from-home. Next in line are those who perform extension work-from-home.”
Remote workers display higher engagement, yet longer hours and blurred work-life boundaries can diminish these advantages, as per Cornell University ILR School research. To optimize remote work, companies should establish clear boundaries and discourage the “always on” mindset, emphasizing work during contractual hours.
Additionally, addressing feelings of loneliness among remote workers, stemming from limited support and feedback, can enhance engagement. Encouraging a strong company culture, occasional on-site work, or adopting a hybrid schedule may mitigate these challenges.
Are there any disadvantages?
According to Cornell University’s ILR School, home-based work frequently results in “role-blurring behaviors,” such as thinking about work during personal time or checking work emails while watching TV. As a result, there is more work-to-family friction. Increased workplace pressure and longer working hours in remote employment exacerbate these concerns even further.
Even when factoring in variables, employees in remote roles are more inclined to contemplate leaving their jobs. They also report lower job satisfaction and emotional well-being compared to their on-site counterparts.
So, what is the verdict? Forbes sums it up pretty well by suggesting,
“Hybrid work models, combining in-person and remote work, may emerge as a preferable solution. These models can provide the flexibility that many employees value while still maintaining the community and collaboration that offices offer. Companies may need to invest in better remote working tools and training to overcome the identified challenges.”
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