Do you work from home? Do you go to the office a couple times a week as a “hybrid” worker? The executives I have been chatting with are torn about whether to continue to allow employees to work from home or not. Questions arise as to whether allowing remote work improves recruitment and retention. Does it help with productivity or hamper it? And finally, should an employee’s remote activity be tracked?
Most of us fall into two camps on working from home: remote means happier employees, while others say a company’s rhythm is built in the office. So I would be curious to hear from our readers with your answers to the following:
Are you willing to take a pay cut in exchange for greater flexibility and lower commuting costs from a remote work environment?
Do you agree that work-from-anywhere employment policies keep labor costs down?
If an employer wants more face time among its employees at the office, would a hybrid arrangement be enough?
Should an employer trust that an employee is as or more productive working from home?
What should a remote employee do to assure an employer that they are as or more productive working from home?
I believe that remote working environments are here to stay but under the heading that it’s a privilege to have a job and not a right, there is a responsibility among employees to reassure employers they are getting the job done. Whether that is through beating deadlines or producing flawless deliverables, it is ultimately the employee who can benefit greatly from continuing the remote work rhythm.
Look forward to hearing from you!
LMA Newsletter of 3-6-23
