Is remote work so good? Recommendations of MBS experts for employers and employees
The employee must be aware of the extent of their effectiveness when working remotely. They must also understand how much their effectiveness will decrease or increase, and they must be able to explain it. If an employee believes and can prove that remotely the effectiveness of their work will increase (and, most importantly, can prove it in practice), then the employer has reason to think about transferring this employee partially to a similar mode. Most often, the effectiveness of remote work will be much lower than working in the office. There are several main explanations for this:
Lack of understanding of the strategic and tactical tasks solved by the enterprise or Department, and as a result — insufficient personal interest in the final result;
Lack of constant supervision by management, inability to work independently and organize yourself to work independently for a long time;
The inability to organize your “office” at home (lack of space, inability to isolate yourself during work, a large number of distractions, lack of working ergonomics, etc.);
Technical problems associated with insufficient hardware and software equipment, inability to master the tools for working outside the office.
And when an employee faces such difficulties and begins to realize the inefficiency of their own work (with the integrity of the employee), the only advantage for them is saving time on the way from home to work.
Based on this, we can distinguish the following recommendations not only for the employee, but also for the employer or the person responsible for organizing remote work:
Define the goals and objectives of remote work and the tools needed to perform it;
Make planning for employees based on their functionality and the estimated duration of the transfer to a remote form;
Personally interest the employee in the effectiveness of work at home;
Provide employees with the necessary tools for effective work;
To ensure that the employee is not left to himself, it is necessary to think about the daily relationship with the team, the possibility of emergency assistance in the work and monitoring the results;
Check the ergonomics of the workplace of an employee working “remotely” (furniture, lighting, etc.);
Maintain strict control over the execution of working hours and the effectiveness of its use;
Think about ways to transfer and store information, including confidential information;
Do not restrict the employee’s freedom outside of working hours and lunch hours;
Distinguish between the workplace and the place of rest, otherwise the employee will be deprived of the opportunity to have a full rest after working hours;
Communicate to the employee the need to limit themselves from communicating with others (family members, neighbors) during working hours.