For some people, working from home improves work-life balance and employers can benefit from increased productivity, reduced office expenses, reduced travel costs and lower absenteeism and staff turnover.
If you are considering having and managing home workers, it is important to also consider what kind of personality would thrive in a remote workspace.
The results of studies into this have been surprising in that it has been found that extroverted people are better suited to remote working. They get their energy and motivation from keeping in touch with people and going out to meet with clients.
However, the same stuides also revealed that for the manager trying to effectively manage their remote employees the arrangement can raise concerns of loss of control, fear of reduced productivity and reduced security.
Trust and communication are essential for any arrangement like this to work effectively, and successful remote working depends on the establishment of a work culture that regards home and mobile working as normal practice.
Good line managment to manage performance and to build a cohesive team
Touch points for remote workers, for example, face-to-face feedback sessions
Ensure everyone attends important strategic meetings to promote better communication and involvement of all team members
Crucially, managers also need to be able to trust their remote workers to manage their time and workloads and to work independently, which can mean a move towards hands-off type management and new flexible working practices.
If you would like more information or would like to discuss setting up policies and procedures to make sure that you operate within the law, please contact our Employment Law Team on 01302 320621 or email email@example.com