Slow Adoption of Flexible Work

• Though employees are happy to see the demise of daily commutes and parking hassles, they are finding out that there is no work-life balance at home.
• Most workers live in apartments that aren’t suitable for 8 to 10 hours of work every day, as it was never designed to be a full-fledged office.
• Many employees would want to get back to offices as soon as possible due to social and mental issues, like the feeling of loneliness at home.

Monitoring software that checks time spent on different applications, chat response time, and keystroke recording is now in great demand.

HR departments worldwide are fueling the use of technology to have a way to control the employees that are now no longer in the office.

Just after WW2, there was a rise in corporate headquarters and larger office spaces and cubicles. During this time, the 8-hour workday was established.

Then came the advancements in computers and technology that lead to remote workers of today. The internet and public WiFi allowed employees to do everything they would in their cubicle, but outside the office. They can also work all hours of the day.

4.3 million people currently work from home in the United States at least half of the time, and this figure has grown by 150% in the last 13 years.  

Remote workers tend to have higher engagement rates and higher productivity levels. Once they switch to remote work, they rarely want to become office bound again.

Before the pandemic, only 4 percent of the US workforce worked from home at least half the time. However, the trend of working from home had been gaining momentum for years.

It is estimated that within a couple of years, 30% of people will work from home multiple days per week.

• Before the pandemic, a lot of company management and leaders were skeptical regarding remote work. But the skepticism will go away because companies recognize that remote work does work.
• The economic impact of the pandemic will likely force employers to cut costs. They may reduce their rent by letting workers work from home instead of layoffs.
• Employers had to spend money on new technology and equipment to work from home - a departure from the norm.
• Employees themselves are also spending more money to create better home offices.
  

Businesses can categorize employees:

• Location-independent. Knowledge workers are not dependent on location and don't need to be in an office.
• Location-frequent. These people spend half their time in an office and half remote. They need an in-person base to use for coordination and physical meetings. These are often salespeople, marketing people, back-office services (IT, HR, finance), and creative jobs.
• Mandatory in-office jobs. These involve specialized equipment that you can't put in an employee's home, such as manufacturing jobs.

Far more job functions can be done remotely if company leadership will accept it. But, remote work is not for everyone. Some jobs are tied to physical locations or equipment. Some people also do not want to work from home.

In-office employees that transition to remote work need to be equipped. Spending recommendations are:

• A one-time stipend to purchase some office furniture and other miscellaneous work equipment.
• Basic ergonomic training.
• The same class of laptop or workstation they'd get in the office.
• A monthly stipend to offset some or all home broadband costs.
• IT support costs.
• Basic, yet complete tech loadout, such as laptop, secondary monitor, mouse, keyboard, wired earbuds, USB hub, chair that meets ergonomic needs.

Intentionally design for the same interactions that would otherwise happen if people were in the office.

• Culture is what naturally happens when a group of people gets together for any period.
• A great culture happens with intentional design and influence. It's the reason you should make your company's mission, vision, values, operating principles, standards, and agreements visible. 
• Culture is experienced through emotions, including how your employees feel about the company, you, other leaders, and peers. That feeling is developed through human interaction at the water cooler, kitchen, or hallway conversations.

Your people need to feel your presence as a leader as they will have fewer opportunities to see you face to face when they work remotely.

• Regularly show up in a variety of forms that can include weekly video meetings, periodic company-wide emails, or presence in public channels.
• Err on the side of more communication rather than less.

Working from home does not mean you are a remote worker. For a lot of people “working from home” is synonymous with not really working, but instead sitting at home in comfy clothes and doing anything but working. Because no one is really watching you.

• Assume remote, even if you have only 1 person that is not coming to the office. So make sure to share all the information from meetings in a written format.
• Have a private, quiet, dedicated space for working in your home. Preferably with a door that closes.
• Have the right digital equipment.
• Over-communicate.
• Make sure you get to actual meet your colleagues face to face.
• Have a time overlap with your team.

• Before the modern office, monasteries introduced timekeeping to the monk's daily routines.
• Later, the office was understood to be a factory-like environment.
• Work was depicted as a series of tasks that could be rationalised, standardised and calculated into an efficient production machine.

• The telegraph, telephone, and dictating machine changed the concept of work and office design as telecommunications meant office could be separate from factories and warehouses and differentiate between white and blue-collar workers.
• While these technologies made a distributed workforce possible, American offices became more centralised.
• Online connectivity potentially ensures a move away from the office to working from home.

While real-time communication inside of a team might lead to solving faster some issues, it also has various disadvantages. 

For instance, having your colleagues come to ask you questions to which you feel pressured to answer on the spot leads to you being continuously interrupted, which results in being less productive and feeling stressed or even getting a burnout, as you try to do everything in proper time.

When the employees are provided with control as to when they are willing to communicate with their co-workers, there are many advantages that emerge. 

For instance, having the freedom to decide exactly how your working day should look like leads to more satisfied employees as well as to better communication within the team. Further benefits vary from feeling less stressed due to better planning to greater transparency and more efficient work.