CIPD Northern Ireland have put together some advice for businesses on homeworking and productivity.
We will be debating the long-term impacts of the pandemic for many years to come. Some we can’t foresee, but others are beginning to emerge clearly. The most obvious change is the dramatic shift towards flexible working patterns. The first lockdown has forced both employers and employees to adapt, refocus and, to the surprise of many, discover that things can be done differently. In consequence, CIPD research suggests that UK employers expect homeworking in particular to more than double from pre-pandemic levels.
Of course, homeworking is not feasible across many sectors and it certainly does not suit every employee’s personal circumstances. It will be important that policymakers and employers don’t lose sight of these differences and that a focus on homeworking does not crowd out the broad range of other flexible work options – like job sharing, flexi-time or term-time working – which may suit some individuals better.
Flexibility that works for both the employee and the employer is the golden ticket. After all, we know there is increasing evidence of the link between job quality and productivity. But what about the evidence around homeworking and productivity more specifically? Well, initial research suggests that there won’t be a hit to productivity that some expected, with some employers even reporting productivity boosts as a result of the shift.
There are some clear caveats here though – it is difficult to generalise such findings across very different industries, we don’t really know how employers measure productivity in the first place, nor do we know if this means employees working longer hours with fewer breaks and possible longer-term impacts. More research is needed and the CIPD will be at the forefront of this over the coming months.
What we do know, however, is that there are some clear steps that employers and managers can take to address some of the challenges associated with remote working. Here are a few pointers based on conversations with CIPD members:
- Ensure safety first. Homeworking can be challenging for many reasons, especially for employees who live alone or, conversely, have caring responsibilities. But for many, there are even more fundamental challenges associated with a lack of equipment or a safe space to work in. Employers need to keep their health and safety obligations in mind.
- Focus on wellbeing. One of the biggest issues over the last few months has been the pressure on workers’ wellbeing. Research suggests mental health in particular has declined for many of us. In addition, there is an increased risk of presenteeism (going to work despite not feel well enough) amongst homeworkers. Employers and managers should ensure they actively communicate, support and listen to their staff.
- Make time for non-work activity. The loss of social contact in the office can have a significant impact on wellbeing. In addition, we know of the importance of so-called “watercooler conversations” to things like innovation and creativity. Putting in time in the diary for a chat without any work agenda to go through, or other virtual leisure activities, can have a very positive impact.
- Keep and eye on structure. The dangers of the “always-on” culture are clearly exacerbated for homeworkers. It is important to ensure employees have some sort of structure on their working days, with regular breaks, healthy habits and set working hours they stick to. Otherwise, risks of stress or burnout increase exponentially.
- Be kind and understanding. Virtual conversations are different to face-to-face conversations. It is more difficult to pick up on verbal or non-verbal clues, which increases the chances of misunderstandings and unnecessary stress. In short, challenging times call for greater sensitivity and kindness, especially during difficult conversations, for example about performance.
The public policy and employer implications of the pandemic and its impact on patterns of employment will be far-reaching. Much more work needs done in order to fully understand the various complexities. However, putting flexibility, communication and wellbeing at the heart of the employer-employee relationship looks like a good start. In fact, let’s hope this approach outlasts the pandemic.
You can find a wide range of practical resources, guides, podcasts, factsheets, reports and more by visiting CIPD’s Coronavirus hub. Information on the hub is open access and not just for CIPD members.
More Coronavirus advice for businesses on the nijobfinder blog.