87% of employees report they are productive in a hybrid work environment, yet 85% of managers believe their employees are not. This is what Microsoft’s Satya Nadella coined as “productivity paranoia” which continues to plague executives of even the largest employers. iGo Recruitment have explored what research and reports are available on the topic of how remote working impacts productivity, with evidence-based answers to this question which we are hearing time and time again from concerned managers, and employees.
Management challenges
As can be expected, management of remote personnel requires a much different management and leadership style. You can’t ground yourself in the idea that someone’s physical presence determines whether they’re being productive and effective. It has to be based on whether someone is being effective at the job.
Effective remote management requires a manager to have absolute clarity on what each role entails. Breaking this down to answer questions such as: what is the reason the role exists, why it reports into you as a manager, and what is required for the person in this position to be succeed? A manager should then pursue an outcome focus. A focus on whether an employee is being successful in the role whether they are in or out of the office is just good management!
In order to be successful in a hybrid world, managers and leaders need to be thinking differently about their own role, and base performance measures on outcomes instead presenteeism. The bum-on-seat 9-5 in the office world is not extinct, and timely presence is a requirement for certain service roles, however, routines and working practices can and are proven to be highly effective in more flexible working hour arrangements and without physical presence in the workplace as long as mental presence and attention can be achieved.
How productive are you WFH?
The COVID-19 pandemic has brought a significant shift in the way people work, with remote working becoming the new norm for many businesses worldwide. As remote working continues to gain momentum, employers and employees are questioning whether it is more productive than the traditional office-based work model.
One of the primary arguments for remote working is that it allows employees to work in an environment that suits them best, which can increase their job satisfaction and motivation. According to a study by Buffer, a remote work platform, 98% of remote workers would like to continue working remotely at least some of the time for the rest of their careers. This high level of satisfaction with remote work can translate into increased productivity, as happy workers are more likely to be engaged and motivated.
What is the driving factor contributing to increased productivity in remote work is the reduction of commuting time. A study conducted by Owl Labs, a video conferencing platform, found that remote workers save an average of 40 minutes each day by not commuting to an office. This additional time can be used for work-related activities, such as attending meetings, completing tasks, or simply having more time to rest and recharge. This extra time can result in increased productivity and a better work-life balance.
Additionally, remote work allows employees to have greater control over their schedules and the ability to work during their most productive hours. For example, some people may be more productive in the morning, while others may be more focused and alert during the afternoon or evening. Remote work allows employees to choose the hours they work, which can lead to increased productivity as they are more likely to work when they are at their most productive.
The negative impacts of remote working
There are also potential drawbacks to remote work, studies have found that remote work can negatively impact productivity. This is the fear that iGo Recruitment hear from managers who are facing resource challenges and a traditional in-office culture, yet want to trial more flexible arrangements with recruitment of remote workers. One of the most significant challenges is the potential for isolation and disconnection from colleagues and the company culture. According to a survey by Slack, a messaging platform, 43% of remote workers feel disconnected from their colleagues, and 31% feel disconnected from their company’s culture. This lack of connection can lead to reduced engagement and motivation, which can ultimately impact productivity.
A 2020 study by Airtasker found that remote workers worked an additional 1.4 days per month compared to their office counterparts but were 6.4% less productive. The study suggests that this was due to remote workers working longer hours, taking more breaks, and experiencing more distractions.
Another potential challenge of remote work is the difficulty of maintaining a work-life balance. While remote work allows for more flexibility, it can also result in blurred boundaries between work and personal life. A study by Buffer found that 22% of remote workers struggle with unplugging from work, which can lead to burnout and reduced productivity.
One study published in the Harvard Business Review found that remote workers experienced difficulties in maintaining boundaries between work and personal life, leading to burnout and reduced productivity. The study recommended that organisations provide remote workers with clear guidelines on work hours and expectations to mitigate these negative effects.
So which is best? Key take aways for managers and remote workers
Remote working certainly has the potential to increase productivity by providing employees with more flexibility, reducing commuting time, and increasing job satisfaction. However, it also can negatively impact subtle or informal opportunities for coaching, development and learning which are not always programmed into the working day – even when in the office.
Remote work has been around for some time, but the COVID-19 pandemic has forced many organisations to adopt it at a much faster and larger scale than previously facilitated through flexible working and staffing policies.
There continues to be a growing interest in understanding how remote work affects productivity, with a fairly balanced opinion depending on who is funding the research. We will always hear from remote working platforms that WFH is better than in-office, and from the landlords and construction industry that being in the office is far better.
Numerous studies have attempted to examine the productivity implications of remote work, we need more and time will enable a greater sample.
Interruptions and distractions, informal opportunities for development and coaching are hot topics to plan for when looking at flexible, hybrid or fully remote working.
Overall, the impact of remote work on productivity is complex and can depend on various factors, such as the nature of the job, the level of autonomy provided, and the support provided by the organisation. Organisations that provide clear guidelines, support, and resources to remote workers are more likely to reap the benefits of increased productivity.
In conclusion, remote work can have both positive and negative effects on productivity. While some studies have shown that remote work can increase productivity, others have found the opposite. It is essential for organisations to assess their unique circumstances and provide remote workers with the necessary resources and guidelines to maximise productivity.
If you have challenges with your remote worker skills mix, or are seeking resources for effective remote engagement please get in touch with Jonathan at iGo Recruitment through the Contact Us page. iGo Recruitment delivers contingent and temporary resources both on-site and remotely to hiring clients, our teams help HR teams and hiring managers to shape their EVP and job offering to attract the best talent who want to work with dynamic DE&I inclusive teams.