Will REMOTE WORK survive employers’ skepticism?
Remote work is a concept that entered the labor market through the back door during the coronavirus pandemic, but remained there for a good two years without serious friction. However, as the new global problem has been replaced by the coronavirus, and the epidemic has fallen into the background, it seems that remote work has recently become something that causes great suspicion among employers.
During the period of the epidemic, scientists and experts talked a lot about the positive impact of working from home, both on the health and productivity of employees. There are few experts who would then say that working from home has harmful economic effects for companies.
On the other hand, most employee reports show that they can complete everything they would have done and that they are at work, and in addition, working from home allows people to have more time for other activities and obligations that are not related to business activities.
Another advantage of telecommuting, among many, is that the economy can also meet the needs of introverts who find it much easier and more productive when they work remotely than when they go to work.
Remote work is the future of work
However, despite numerous data showing that telecommuting has a positive effect on employee productivity and well-being, employers are skeptical.
That many people have recently returned to the office shows that many employers in various industries share this skepticism. The eventual return to the office is being driven by employers who would like to end remote work altogether, and many companies are discontinuing work from home as an option they previously provided.
However, as Airbnb director Brian Cesky said back in May, companies that do not accept working from home will be at a significant disadvantage in the labor market in the future.
Cesky’s point is particularly evident if one looks at research into the causes of employer skepticism.
Employers do not believe in themselves
In a survey examining why employers are skeptical about telecommuting, the Harvard Business Review found that 41 percent said they did not trust their employees’ ability to stay motivated when working remotely at the same level as they would if they were coming to work.
Employers generally do not trust employees to perform tasks properly without direct managerial supervision, which is why 53 percent of managers believe that telecommuting is detrimental to productivity.
Then there’s self-doubt: 40 percent of managers don’t feel confident in their ability to manage remotely.
Education of employers about remote management?
A solution for management confidence could be direct formal remote management training, without the requirement to return to the office.
The importance of developing remote employee management skills is evident from Brian Chenski’s point of view. Companies will struggle to embrace remote work when managers can’t keep up, jeopardizing the company’s ability to keep up with the future of work.
The most effective way employers can improve their confidence in remote management is to first trust the data and then learn to trust their employees.
Without trusting employees to perform tasks independently, their morale will decrease, which will actually decrease their productivity.
Source: BIZlife by bizlife.rs.
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