In April this year, the Flexible Working legislation was amended to give 4.5 million parents the right to request flexible working if they have children aged 16 or under.  The UK’s work force welcomed this policy change claiming that not only would it improve the nation’s work/life balance but it would also keep company costs low at a time when budgets are being cut.  Simultaneously, an increased number of companies are implementing tele-working schemes for employees who aren’t entitled to it by law. It is therefore important to assess what the true Benefits are both to employees and to the companies they work for.

By eliminating the dreaded morning commute, remote workers are able to begin their working day having had extra sleep and with reduced levels of stress.  Employees can then settle down to work without the distraction of colleagues and office background noise and can also complete their contracted number of hours at times which are convenient to them.  Not all workers are productive at the same time of day, so flexible working allows staff to be productive around other activities and also at times of day that they know are optimal for their individual working patterns.

The Benefits of a remote workforce can be equally tangible for employers.  Boosting employee morale levels is crucial at a time when many companies are having to enforce pay and promotion freezes.  By offering employees remote working opportunities, it is far more likely that managers will be able to retain good staff as well as making the company more appealing to prospective workers.

Businesses that function with a considerable number of flexible workers can also save money on office space.  By adopting a hot desk set up, companies can downsize their offices and also encourage a more open plan environment which improves communication and reduces sentiments of superiority and inferiority among the office hierarchy.

These schemes also come with significant environmental Benefits for companies, not only due to the reduction of commuters, but also thanks to the necessary technology that has to be put into place.  Flexible workers must feel as though they can communicate with the rest of their team as easily as they could if they were present in the office.  By improving methods of communication, business can also look to host virtual meetings rather than insisting that clients and workers from different offices congregate in one place.

By interacting with others online, a great deal of time is saved by employees.  Rather than spending a large portion of the working day travelling to and from meetings, people are able to use that time more efficiently, not only further reducing stress, but also increasing output and productivity. This can also improve the continuity of operations as people can work, and be in contact with others, from where it is most convenient for them.

It must be noted that not all jobs or employees are suited to working remotely.  Employers must take in to account that a great deal of preparation is required and changes will more than likely need to be made to business models to ensure a smooth transition between office and home working. 

Things that must to be considered include management techniques, training programmes, employee contracts, policies and technologies.  Without the proper implementation of such infrastructures, companies risk remote workers suffering from a feeling of isolation, increased stress and reduced productivity when working from home.

Some employees working from home also feel the need to prove their worth far more than they would in the office.  This can result in staff never really stepping away from their computer at the end of the day, especially if they don’t have a designated area of work at home. This can have an adverse affect on an individual’s life/work balance as remote workers strive to demonstrate that they are as valuable as their office-based counterparts.
 

Gartner’s research has shown that fear of what will happen to an employee’s productivity is the biggest impediment to increased telework adoption in a lot of companies.  This provides a Challenge for employers in how to monitor and compare the Results of remote workers to their colleagues in the office.  It is also important that managers remember remote workers when delegating tasks and giving out new opportunities. This once again shows the importance of those working from home being able to show their worth to decision makers.  A company policy needs to be established that enables managers to assess both productivity and time spent working for all staff, regardless of location.

Equally, workers need the opportunity to assess how their own time is being spent so that they can improve on their individual working patterns.  By being able to compare their productivity in the office to their output when working at home, staff can improve their methods of working, or assess whether or not remote working is the most effective approach for them.

By using online productivity tools, workers can analyse and alter their way of working to ensure optimal productivity.  Managers can also look at their team as a whole, whether they are sitting at the next desk or are working remotely, to ensure that individuals and teams are continuing to work in the most efficient manner.

Our studies have shown that successful telework programmes can increase productivity by 10% to 20%.  However, without proper planning, training and systems, pushing employees out of the office can severely affect productivity.  Rather than immediately agreeing to a flexible working pattern for employees, managers need to ensure that the correct infrastructure is put in place. It is also essential that the right candidates, both in terms of personality and job function, are being given this opportunity.

Companies should then introduce a trial period for staff and for management to assess that productivity and communication stay at the desired level and that remote working does not leave employees feeling isolated from the workplace.  At this time, employers cannot afford the risk of having remote workers who are under performing.  To ensure that work is produced to the same level from home as it is from the office, a transparency between colleagues and employees needs to be developed.  Managers should have an accurate insight in to all staff output to ensure that their employees are working in a way that Benefits both the individual and the company as a whole.