Since the pandemic began, work-from-home has been lauded as the new working model for many occupations. Now, with vaccination efforts ramping up, some employers are eager to get their staff back to the office.<\/p>\n
“Organisations need to plan and execute that migration sensibly and with sensitivity to keep productivity high,” says Muhammed Goolab, exco member at the South African Reward Association (SARA).<\/p>\n
Below he outlined some of the key considerations that both employers and employees should be aware of before heading back to the office.<\/p>\n
Unique business needs<\/strong><\/p>\n Unique driving forces may require employees to resume their duties on-premises.<\/p>\n “Certain types of teams are simply more productive working together than remotely. Some management structures and styles are not easily adapted for digital collaboration, or managers perceive a loss of control under a work-from-home model,” said Goolab.<\/p>\n It can also be more difficult to onboard new employees or impart essential skills to junior staff at a distance, he said.<\/p>\n “Remote employees themselves could feel disconnected from the organisation and isolated from their peers. A lack of personal connection can weigh heavily on their mental health, well-being and productivity.<\/p>\n “This is especially concerning when the customer experience is impacted by demotivated frontline staff.”<\/p>\n Hybrid working models<\/strong><\/p>\n Although circumstances may require a return to work, employers will likely favour a hybrid model.<\/p>\n A mix of on-site and work-from-home employees can increase productivity and offer flexibility that promotes employees\u2019 overall well-being.<\/p>\n While remote workers enjoy lower work-related expenses, like travel, employers can also scale back on office space, equipment, canteen and other costs, said Goolab.<\/p>\n “Conversely, tensions need to be managed as on-premises workers may perceive their remote counterparts as less productive but receiving better benefits, and therefore unfairly remunerated.”<\/p>\n Culture shock<\/strong><\/p>\n For some employees, long-term work-from-home has become an entrenched work culture in their daily lives and a sudden return to the workplace could prove disruptive.<\/p>\n Others are only too happy to get back to a professional environment free from distractions, said Goolab.<\/p>\n “Employers can leverage these contrasting attitudes to map out a planned and gradual return that welcomes affected workers back a few days more each week or month to ease their transition to full-time attendance,” said Goolab.<\/p>\n Work-from-home as a reward<\/strong><\/p>\n Before getting all hands back on deck, organisations should review work-from-home as a benefit that can attract and retain in-demand talent.<\/p>\n Employees with sought-after qualifications and skills, and who value greater flexibility, will be drawn to employers that afford them more freedom, trusting them to manage their workload responsibly, said Goolab.<\/p>\n “Employers can also attract talent from a much wider and more diverse talent pool than they could if requiring staff to be at the workplace.”<\/p>\n
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