Page 12 - PA_Enterprise_February-March_2021

PA Enterprise

Employers need to re-focus on

their long-term strategies for

remote working

More so than any other year in recent memory, 2020 presented challenge

after challenge for businesses in every industry. One key change is mass

remote working, which has led to a significant shift in perceptions around
flexible working, and the demand for comprehensive flexible working policies
– both now and in the future – has increased exponentially.

The initial rush to adapt to the Covid-19 outbreak company updates and goals. If 50% of employees
resulted in a hasty, short-term response to are going to be able to go into the office from
remote and flexible working, so employers now February, communicate this – and the reasons
need to re-focus on their long-term strategies. behind it – as soon as you have the information,
Contrary to popular belief, flexible working is not rather than at the end of January. Clear dialogue
a cure-all for workplace issues – and can, in fact, keeps everyone better informed and – crucially -
exacerbate many. also helps everyone feel like they are part of the
same team.
To best support employees, businesses need
to improve communication, consider work/life 2. Support work/life balance management
balance, and understand external pressures: Flexible working usually comprises, at least in

part, employees working from home – which, if
1. Listen to your employees managed poorly, can damage work/life balance,
When planning any business policy, much less disadvantage certain groups, and exacerbate
one that completely shapes the way individuals gender inequalities. Home working eliminates
work, it is hard to underestimate the importance the distance between home and work – both
of listening to your employees. It sounds simple, physically and mentally. While some employees
but this is where many leaders fail. Working may thrive in this situation, others suffer from a
on assumptions, statistics, or executive insight lack of physical space, necessary equipment, and
alone can lead to policies that alienate workers mental distancing.
by misunderstanding their needs. Instead,
starting conversations with individuals or small This is often the case for younger and less
groups helps to inform employers about the financially established employees, who may be
real experiences of their workforce, and their flat-sharing or working in small makeshift spaces.
perspective on flexible working. When given the choice between being home or
office-based, these employees may choose home
This communication should go both ways, with working for financial reasons – such as to save on
managers being as transparent as possible about the cost of commuting – even if this may damage

PA Enterprise is published by
12 February/March 2021