A flexible future

Life after lockdown: what will the workplace resemble and what will the long-term impact of remote working be?

A FLEXIBLE FUTURE: UK WORKERS ARE EXPECTED TO CALL TIME ON OFFICE LIFE AFTER LOCKDOWN

• Brits could be calling time on office life, as 45% of the workforce predict a permanent change to their company’s approach to flexible working after lockdown, according to new research from O2 Business

• If flexible working becomes more widely adopted, 63% of Brits would be willing to live up to an hour away from the office (double the amount that currently do so) – giving employees greater flexibility about where they live and work, increasing competition for businesses to attract talent

• However, Brits are still adjusting, and the lack of social interaction remains the biggest challenge – with 30% admitting it’s lonely working from home and 26% missing socialising informally with colleagues

O2 Business’ new report – entitled The Flexible Future of Work, conducted in partnership with ICM and YouGov – found that employees will be reluctant to give up their new way of working after lockdown. Nearly half the workforce think flexible working will increase, with a third (33%) of this group expecting to increase the amount they work from home by at least three days a week after lockdown, and 81% expecting to work at least one day a week from home.

With studies such as this indicating many benefits to flexible working, it’s no wonder people are starting to see the light, and will expect the option to continue in some way after lockdown lifts.

THE GREAT ESCAPE: EMPLOYEES SET TO SCARPER TO THE SEASIDE AND COUNTRYSIDE

The report also suggests that tech could be the solution for bridging geographic inequality in the UK – with current lockdown restrictions reaffirming many employees’ ability to work from anywhere.

Currently, two-thirds of employees (62%) live within 30 minutes of their workplace. However, according to ICM, if working from home was easier and more common this figure would reduce by half (to 36%) and instead two-thirds (63%) of Brits would be willing to live up to an hour away from their workplace. This suggests that competition to attract and retain staff could intensify post-lockdown, as businesses compete with a wider range of employers from across the country.

COULD WE EVEN GO BACK TO “NORMAL”?

Dr Heejung Chung, Reader in Sociology and Social Policy Director at the University of Kent, who is currently researching the impact of flexible working commented: “It will be difficult to go back to normal ways of working after lockdown, as we’ve now proven that most of us can work from home – despite many companies previously telling employees that it wouldn’t be possible.”

“The UK has a huge challenge with the geographic distribution of wealth, and this exaggerates the problem of overpopulation in cities. If people could work from wherever they want to, without any fear of career penalty, this would create a huge opportunity for everyone. Even though the findings highlight that people will be willing to live up to one hour away from work in the future – that’s still constrained by what people feel they currently need to do. If we completely opened this up with consistent flexible working, and we had the right digital infrastructure in place, that time could be significantly increased.”

Will Gosling, a partner at Deloitte has also contributed to the topic by defining the following key considerations for employers and employees alike that all add up to determine the effectiveness of remote working:

TRUST.

Until recently, employees with predominantly desk-based office roles, working from home was a choice, a flexible benefit. An employer put its trust in an employee to work remotely recognising it’s not about hours sat at a desk, but about productivity and using time effectively to produce results. This trust is now a two-way street, with individuals empowered to manage their own time and workload without the familiar surroundings and structure of their teams and workplace. The importance of leadership and learning is key in the face of change, and employees are trusting their leaders to be communicating, promoting transparency and leading by example.

PRODUCTIVITY.

Our motivation will likely be challenged in the absence face to face and regular management – out of sight, out of mind. In our 2019 UK Human Capital Trends Report, 84% of workers stated that employee engagement and productivity are linked, yet only half of UK employees considered their organisations to be effective at creating a positive work environment. This will only exacerbate with so many working remotely. Only 42% of those surveyed considered their employer to be effective at creating meaningful work, so leaders must now focus on employee engagement – and in turn productivity – to prevent a slump.

ONE SIZE DOESN’T FIT ALL.

With longer careers and a multi-generational workforce, employees are more diverse than ever before. Employers need to be sensitive to the challenges remote working brings to colleagues and how they are coping with enforced change. One colleague might be a multitasking parent with their children no longer at school or in childcare. Another may have vulnerable relatives in their care, whilst someone else may be adjusting to the company of their flat-mates 24/7 – so the norm for one person might be completely abnormal for another. Some people’s workloads may have decreased, while for others their workload may have increased significantly.

CONNECTING PEOPLE.

Working from home, the use of video conferencing for meetings will increase and this should be encouraged. We all have access to some free apps on smartphones and PCs to connect people remotely. Video helps establish presence and connection. The increased use of video is humanising the workforce – allowing colleagues into our homes and seeing a more informal you. It’s ok to have pets and kids and be seen wearing an old band t-shirt form the 80s. Introduce video calls that aren’t work focused. How about ‘tea and tattle’ chats mid-morning every other day, perhaps start a book club with regular catch-ups or a virtual team social after work?

STRUCTURE.

Try and keep to a routine, for yourself and those close to you. If you are used to walking to the station or you cycle to work, try and continue some form of exercise at this time. For those around you, children for example, it’s good to structure their day too. Take a lunch break. Meanwhile, support your team in identifying routines that work for them, which includes being mindful of distractions that may be more likely to occur at home.

MENTAL HEALTH.

Some of us may be used to remote working of some kind, but we are in unchartered territory with the longevity expected around COVID-19. A lack of human interaction, feelings of isolation and economic worry can trigger poor mental health. An increased use of technology can also have a negative effect on people as they continue to work when they are not at their most productive. When working from home we lose the natural ‘log off’ moment of physically departing our workplace. It’s important we manage ourselves to actually finish work. Technology has contributed to an ‘always on’ culture, so our reliance on it during enforced periods of working remotely, could have negative effects on our mental health. Please ensure you switch off!

FLEX.

Flexible has taken on a new meaning lately as people adjust to new working practices. Your working pattern might mean there are blocks of time in the middle of the day when you’re not working. And that’s okay. But when you’re used to office hours, it can feel unsettling and leave us feeling guilty for focusing on anything but work during the ‘traditional’ working day. Speak to your manager about your preferred working hours, and define realistic expectations for response times via email, etc. Share these with the rest of your team so everyone knows what to expect.

Respect others as they also flex their way through work. You can support your teams in by setting clear expectations for outcomes (not hours worked) and be cautious about last minute or rescheduling meetings.

LOGISTICS.

When we’re not in our usual work space, we lose things we may have taken for granted e.g. a desk, chair, printer, stationery and even a coffee machine. It’s important we create a space that we are comfortable working in. Keep a connection to the outside world with a window and natural light to break up unnatural screen glare. Try sitting on a gym ball, create a standing desk and avoid long periods of sitting.

HOME COMFORTS.

Think about your cupboard and fridge as the office vending machine – and how many cash payments you’d have to make for ‘just another biscuit’. Try and limit your use of social media especially before bedtime. There’s a lot of ‘fake news’ out there and it can trigger anxiety. Perhaps watch a film, read a good book or check out new music playlists.

There are many benefits of working from home. We should all to recognise the gift of time that working from home provides by removing daily commutes and workplaces. Use this time for yourself and with others who might need your support. Ultimately remote working is about trust, teamwork and technology to ensure we can stay safe and still work together.

If you’d like to discuss your own digital workplace set-up. please get in touch.