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Our blog offers important resources, helpful articles, and practical ideas on the human resources topics that matter to you.
Home / Media / Blog / Remote Work Wins, Learnings, and Planning Ahead
As we plan ahead to a day when we can finally say the pandemic is behind us, many companies will bring staff who have been remote for the last year-plus back to a shared office space with calls for a “return to normalcy.”
A return to the traditional office space and all that entails (commuting, parking fees, extended childcare needs, grab-and-go-lunches, rearranging personal schedules) may appeal to some workers who can’t wait to reconnect with colleagues in person and escape the confines of their houses, but others are asking “why?”
In early 2020, when much of the world’s onsite office staff went home – and stayed, it was a whole new concept for many companies that they had to quickly adjust to.
Statista estimates that 44% of workers started working remotely in the US alone five or more days per week after the start of the pandemic, a jump from 17% who were already teleworking pre-pandemic.
The first weeks of that uncertain time were about tech: quickly setting up Zoom or other videoconferencing accounts, getting laptops configured, working out logistics of accessing files and other resources while just keeping the business running. With kids and partners/spouses also suddenly home 24/7, some colleagues found themselves in a very full house intertwining work and home life and still others totally alone in their homes with Zoom calls the only face-to-face interaction they were able to have during the day. Relevant labor laws were examined as work locations changed.
What many thought would be a brief pause in the normal routine turned into months. The now-remote staff gradually settled into a new routine. Productivity largely kept pace and with no commute to or from work, many employees suddenly found time to exercise, run quick errands, help their children with online school or even develop new hobbies. With the help of WiFi and a little personal scheduling, many employees were happy to see that they were able to get their work done while being able to achieve a better balance between personal and work life than they had previously and now are in no hurry to go back to the former status quo.
So what’s the right answer? Continue to allow remote work for only those who want it? Offer a hybrid schedule? Get rid of the remote option and move everyone back to the office?
In determining how to move forward, it may be helpful to take a look back. What was learned?
When considering next steps, it may be helpful to start by taking the collective employee “pulse.” Is everyone excited to get back to the office, their personal workspaces, and the conference room table? Or are they dreading the very idea of the daily traffic, the personal schedule squeeze, extended childcare expenses, and the daily meetings that interrupt their workflow? Perhaps some are worried about in-person Covid-19 risks after seeing a loved one pass away or become ill. Some steps to consider:
Remember, whatever work format is put into place, it will be important to try to keep it personal – all employees have their own way of working, their best hours for working, and particular methods of keeping themselves on track. After finding their own groove, some employees may truly dread coming back to an environment they may have found stifling or a deterrent to their own productivity in the past. Don’t be afraid as an organization to mix it up a bit and look to employees for their lessons learned over the past year, how they measure their own success and what helped them get there.
Interested in other current employment trends? Click the link to view the recent blog: Employee Offboarding, Done Right or check back for more on human resources, payroll, insurance, and benefits.
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