Employees love to work remotely — is it good for the business?
- 1 Employees love to work remotely — is it good for the business?
- 1.1 Advantages of working remotely
- 1.2 Disadvantages of working remotely
- 1.3 Consider these components when creating a teleworking policy
Employees love to work remotely — is it good for the business?
Giving workers the opportunity to work remotely for some or even all of the time is a growing trend. According to a recent research of 500 US workers according to QuickBooks’ TSheets.
Although working from home has a clear appeal to workers — a Recent surveys found that 57 percent of workers prefer the option of working from home — many employers also find this practice beneficial to them.
If you’re considering implementing a flexible working policy, here are a few pros and cons you can expect from the experience.
Advantages of working remotely
Of those surveyed by TSheets in 2018, 67% said they worked remotely sometimes, while 33% said they worked remotely every day. When asked about their productivity, 53% of workers said they get more done working outside of the office.
In fact, while a quarter said their interruptions had increased since the outage, and nearly a third said the same thing about distractions, less than one in 10 for know productivity is reduced.
Part of this may have to do with the growing distraction in the workplace. For example, many offices continue to adopt open floor plans, even though data shows that such environments make it harder for workers to focus and solve problems. A recent productivity survey confirmed this, with 75% of workers finding their talkative co-workers to be distracting, while 66% were distracted by an ailing co-worker.
Regardless of the reason, business owners may find it humorous that even with distractions like pets, children, or electronic devices, 53% of telecommuters are more productive at home. compared to in the office, surrounded by other people working.
Better physical and mental health
When asked about their stress levels, telecommuters were split fairly evenly. Thirty-four percent feel their stress has decreased, 36 percent say it has remained the same and 30 percent say it has actually increased. However, when asked how remote work has affected their lives, 84% of respondents said their mental health has been positively affected. This may be related to a better work-life balance, as half of workers say their free time has increased.
Likewise, most people who work remotely have noticed an improvement in their physical health. 1 in 4 people say teleworking has had a positive impact on their physical health, something employers love to hear. After all, healthier employees are often more productive employees. Follow US National Library of Medicine and Dr. Ronald Loeppke, lost productivity due to absenteeism costs employers 2.3 times more in medical and pharmaceutical costs.
Healthier employees also tend to take fewer sick days and enjoy lower health insurance coverage. In 2017, Health.gov and the Office of Disease Control published this paragraph, touting employee health benefits.
Of course, allowing workers to work from home might not be the same as giving everyone a free gym membership, but if employees benefit physically from the opportunity , then there’s no reason this initiative can’t be part of overall health.
Disadvantages of working remotely
Perceived unfairness and reduced motivation
For those employers who have yet to jump into the remote workforce pool, there may be one major concern that keeps them from activating: What if my remote workers don’t actually work? work?
The answer to that is faith.
Sure, you can ask telecoms to install cameras in their home offices, take screenshots on hours, or record all their bathroom breaks, but that won’t work. give you any support.
As it turns out, that lack of trust is one of the biggest concerns for remote workers themselves. When asked to point out their challenges working remotely, “people think I don’t work” was the second most common response. Working longer hours is no. 1. Sadly, while nearly 1 in 3 telecommunications workers say they are working more hours in a day, the same number shows that others do not believe they are working longer hours. complete the work.
Perhaps understandable, 27% of respondents said motivating themselves was a challenge. Understandably, because employees who don’t feel their work is acknowledged or appreciated are less likely to feel motivated.
A survey of 2,000 adults in the United States by Glass door confirm this. The study found that 81% of respondents were motivated to work harder when their boss showed appreciation for their work, compared with 37% who said they were motivated by the fear of losing their job.
So employers considering creating a more flexible remote working environment should remember not to take telecommuters for granted. It is not enough to give workers their freedom. Give them the benefit of the doubt and a little appreciation, and the company will reap the rewards.
Company culture is lost
For bosses who prefer employees to come to the office, the loss of company culture can be as big a concern as productivity. It is a reasonable fear. After all, what would people say about Google’s company culture if no one came into the office to use a nap box or slides?
Probably exactly what they are saying now. In fact, after Google won Comparable Award “Best Company Culture” in November 2017, Forbes offers an article detailing 13 reasons why the company is at the top, naming “True Flexibility” as number one.
Glassdoor has a Entire page inside Google company reviews for employees commenting on the “work from home” policy. The 492 employees who reported this benefit gave Google 4.6 out of 5 stars, with comments ranging from “No one cares where you work” to “It depends on your manager.”
However, while a company’s culture will likely survive in a flexible telecommunications environment, the reality is that workers are likely to be the ones struggling the most. Loneliness is the fifth most common challenge, experienced by one in five remote workers.
The good news is that thanks to tools like instant messaging apps and video conferencing, employees have more opportunities to interact than ever before, even when miles apart.
Consider these components when creating a teleworking policy
Business owners and HR directors must consider a lot when devising a remote working policy. Here are some ingredients you’ll want to include in the conversation.
Metrics: How will you measure productivity?
Not everyone enjoys metrics, but measuring productivity, whether by tasks completed or the amount of time tracked on certain projects, can help workers and managers at on the same page. Plus, there’s no reason to wonder if a remote worker is productive when the proof is in the pudding.
Equipment: Do you have the necessary materials?
Sure, laptops are for one person, but what about security features on devices that will be used outside of the corporate network? Technology aside, if a worker wants a standing desk for their home office, shouldn’t that cost be out of the company’s budget?
Eligibility: Who has the privilege of working from home?
This is a difficult one. For companies with multiple departments, where some people really need to be in the office and some people can work from anywhere, it’s important to find a fair solution. That doesn’t mean everyone will qualify, but you might want to think about some different incentives for those who don’t have the option.
A flexible telecommuting policy may not be suitable for every workplace, but with today’s technology and a little data guiding the way, your office could be the perfect candidate.