Working from home. I battled for some time about posting about the topic. After all, what can a hypnotherapist from Perth add that’s not already been studied or reported on? Finally, I looked at the subject from a strategic point of view. All good businesses have a strongly executed strategy, so, it makes sense to look at WFH policies in terms of the overall strategic objectives.
Along with the usual business decisions employers need to consider, we now need to think about WFH policies – and what works best for our needs. I’ve looked at both arguments and am no closer to deciding what side of the fence I’m on. The conclusion? It’s not one-size-fits-all – and will likely change as your workforce develops and matures.
I was recently working with a client who struggled with seeing both sides of a situation. I used the analogy of a coin – everything has two sides and two realities – and the same can be applied to this topic. In this blog, I’m not listing the pros and cons as two different lists. Rather, I’ll look at both sides of the coin for each point.
Cost Saving?
Yes, from an employer’s overhead perspective, you could argue there’s less need for brick-and-mortar office space and subsidised parking if your workforce is remote, but what if you’re locked in a longer-term lease? You won’t see the savings – or be able to review your office space needs for several years.
Expanded Talent Pool
Allowing your team to WFH gives you the freedom to tap into a wider talent pool – no matter where they’re located and, the opportunity to enhance organisational performance
Dealing with time zones is a double-edged sword. Yes, work can be produced 24/7, but what if half your team is in a different time zone? How do they collaborate? And, if they can’t check in mid-shift and work needs to be re-done, are you creating a productive culture?
Superannuation. Employing a foreign workforce can mean paying less in terms of employee entitlements. If you can save 11% on super (and increasing to 12% by 25/26), the argument for foreign staff can be appealing
Team Productivity
Research suggests that employees who work from home are often more productive than their office-based counterparts[1]. However, the studies I’ve looked at don’t compare lockdowns (and the lack of distractions) against borders and life opening up again. Will the Covid productivity trends continue?
The absence of distractions commonly found in the workplace, such as frequent interruptions or noisy colleagues, can foster better concentration and output. On the flip side, employers and employees can’t underestimate the importance of non-formal learning and intel. How many times have you overheard staff talk about work only to learn of deviations from the process, productivity seepages or opportunities to improve and learn from each other?
Communication
Remote work can hinder effective communication, especially in organisations that heavily rely on teamwork and collaboration.
Employers may face difficulties in maintaining regular contact with remote employees, leading to potential delays or misunderstandings
The challenges of good communication however can encourage employers and teams to find new and creative ways of communicating well – and reinforce the importance of good culture, protocol and processes.
(Lack of) Control
Employers may experience a sense of reduced control over remote employees, as it becomes challenging to monitor their activities and work progress
The absence of direct supervision may lead to concerns regarding accountability and a potential decline in work quality
This is the point of the argument I believe is the most fluid – and can lead to the biggest perception of inequality or lack of fairness from an employee’s perspective. As a workforce matures, there’s an argument they can work autonomously without impacting productivity, control or trust. As an employer, you might have both long-term and newer team members. Team members you can trust to work autonomously might be ‘rewarded’ with the opportunity to work from home whereas, you might want to fully induct newer staff by keeping them in the office. This can affect your culture. It’s a difficult balancing act that needs to be monitored closely.
Company Culture
Working remotely can weaken the sense of camaraderie and team spirit that comes with a shared physical workspace.
Employers need to actively foster a strong company culture and find alternative ways to promote team bonding and engagement among remote employees
Managing a remote workforce can also skew an employer’s perception of their staff. Who are the creative ones, the workhorses, the natural leaders, the teammates that need extra attention?
There are no studies that I can find on this point, but we’ve seen a big push over the last few years for better representation and opportunities for groups that may have missed out on leadership roles or industries in the past. I suspect in the next few years, we’ll start seeing studies and reports on a generation that has never experienced working in an office – and how it impacts their career development.
The economic, cultural and environmental impact
With fewer people working in traditional business districts, secondary businesses such as cafes and restaurants may see a decline - particularly in cities like Perth where there is a low residential population
As a consequence, areas can lose their personality and vibe. We may even see events like Fringe or sporting events have lower attendance because it's no longer an after-work option
With fewer cars on the road and less need to travel interstate for meetings, there's a potentially positive environmental impact. Is that negated however by each employee heating/cooling their homes as opposed to one office space?
Protecting data and IP
At the end of the day, you can lock your office and be pretty sure your data and physical files are safe. When your staff works remotely, how much control do you have over laptops being shared with family and friends, and physical files and data being left out, lost or not disposed of correctly?
Impact on Mental Health
Commuting
One of the most significant advantages of working from home is the elimination of daily commuting stress.
This can lead to improved mental well-being, as employees no longer have to endure long commutes or deal with peak-hour traffic.
Again, I’ve not seen studies, but I wonder if there’s a percentage of commuters that used the commuting times to decompress, prepare for the day, have light-bulb moments or help compartmentalise their work/life? The reality is, employers can’t control an employee's home environment. Is there a group of our teams whose mental health can benefit from the commute?
Social Isolation
Remote work can increase the risk of social isolation, as employees may experience a lack of face-to-face interaction with colleagues. With 25% of Australian dwellings being occupied by a single person, it’s likely a portion of your team only interacts with their co-workers on an average day.[2]
This isolation can negatively impact mental health, potentially leading to feelings of loneliness, decreased motivation, and reduced job satisfaction
As an employer, it’s your responsibility to provide a workplace that’s both physically and mentally safe for all. With remote workers, it’s difficult to monitor if your team is struggling with their mental health.
Work-Life Balance Challenges
While working from home offers flexibility, it can blur the boundaries between work and personal life
This lack of separation may lead to overworking, burnout, and increased stress levels if not managed effectively
With all the focus on employees, don’t forget about you. Are you looking after your mental health? Are you ok?
Strategies for implementing Effective Remote Work in your business
To make the most of remote work while addressing its potential challenges, employers can consider implementing the following strategies:
Clear Communication Channels
Employers should establish effective communication channels, such as video conferencing, instant messaging tools, and project management software.
Regular check-ins and team meetings can help bridge the gap between remote employees and foster a sense of connection.
Setting Clear Expectations
Employers should clearly define expectations regarding work hours, deliverables, and communication response times.
This ensures that all employees, regardless of their location, are aligned and aware of their responsibilities.
Encourage Work-Life Balance
Employers should emphasise the importance of maintaining a healthy work-life balance among remote employees.
Encouraging regular breaks, promoting self-care practices, and discouraging overworking can help prevent burnout and ensure sustained productivity.
Review your Work Health and Safety Policies
Ensure your WHS policy is up to date and takes WFH into consideration
Implement an Employee Assistance Program. You’re a great employer. Having a mental health program and professional on hand can help you be proactive and, manage both you and your team’s mental health. As a Strategic Psychotherapist with a background in business, I understand both sides of the coin. Managing the situation and reality sooner rather than later means you and your employees can draw on your strengths and talents and apply them to any challenge.
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