When remote work divides…
Since the resurgence of the COVID-19 epidemic last October, the Minister of Labor, Mrs. Elisabeth Borne, stated that remote work “should be prioritized as long as the health situation requires it and as much as possible.” While under normal circumstances, remote work can only be implemented on a voluntary basis, it can be imposed by the employer in exceptional circumstances, as is currently the case with the epidemic threat. Employees therefore “discovered” the virtues of working from home last March. On the company side, the benefits in terms of individual and collective performance are not automatic.
Also, let us remember that remote work took a long time to establish itself as a serious alternative to office work because in France, the office is still perceived as a “producer of social bonds.” In 2019, only 5% of French employees worked remotely at least one day per week. For a long time, many practitioners reported that remote workers were less productive, for numerous reasons!
Furthermore, regarding the advantages, we can find: reduced absenteeism and a better work-life balance. Remote work also enables the development of a results-oriented culture, autonomy, and accountability. However, there are also negative effects such as:
- Withholding information from employees;
- Less interaction than in the office;
- More formal requests;
- Time lost on team coordination
Also, the loss of visibility within the company and the tendency to become scattered are very real. Moreover, isolation can, over time, wear down some employees. There are also reverse effects of remote work: the greatest danger is the employee who does too much. And yes, they do exist!
But furthermore, we all know it: our concentration is too often put to the test in the office. Does this really affect our productivity? Recently, an American study showed that remote workers worked an average of 48 extra minutes per day compared to data from so-called normal periods. This is why it is essential to implement a remote work charter, as it is a good way to prevent any potential overreach by the employee or the company.
However, it must be understood that productivity in remote work strongly depends on the initial quality of its implementation within teams, but also on the quality of management and the nature of the tasks assigned. The more clearly defined the tasks are, the more effective the remote work organization will be, and each company plays a crucial role in this.
To truly measure productivity in remote work, it is imperative for the company to distinguish individual productivity from collective employee productivity…
Remote work: individual productivity versus collective productivity!
In the long term, individual productivity holds up, unlike collective productivity. Indeed, it has been shown that depending on the industry, employees lost efficiency on collective tasks because difficulties arose when activities needed to be coordinated remotely. Most companies therefore have reasons to remain hesitant about the benefits of work organization on collective performance. Indeed, when working alone, the task is easily achievable. However, as soon as coordination, decision-making, and reviewing are required, it becomes a bit more complicated. Also, the more “experienced” the employee is with remote work, the more their productivity will be maintained or even increased. However, beware — don’t believe in “miraculous productivity”!
Moreover, in high doses, it seems that remote work could have harmful effects in the long term. This potentially means that the right balance must be found, because when it truly allows for better concentration, it can be a real advantage. Everything also seems to prove that beyond a certain number of days per week, it becomes counterproductive. To increase productivity, clear rules with defined limits must be established. It’s all about finding the right balance!
Clearly, to ensure proper remote work and increase company productivity, it is necessary to:
- Rethink the management approach and team leadership;
- Review collaborative use cases
Some practitioners have even stated that to maintain productivity, one had to work much more than usual. A rather outdated remark…
In any case, remote work requires a form of self-organization that is usually handled by the company. It needs to be prepared and supervised! It must be thought through, structured, and must require the right tools as well as information sharing.
Remote work: how to improve productivity?
Improving employee well-being and satisfaction is an essential component of their professional fulfillment. They must be heard and listened to, especially when working remotely. Also, team spirit must be developed, and managers play a crucial role. They must show availability and patience, and the connection with colleagues must be maintained. Clear objectives must be defined and detailed, so that productivity can be measured.
It should also be noted that results must be shared with all employees and regular check-ins must be organized. Empowering employees will also help increase productivity!
Furthermore, implementing a performance management system to evaluate employee productivity would be a good tool. Indeed, this allows for the definition of performance indicators and the optimization of the employee experience.
Ultimately, the key takeaway is that this epidemic crisis teaches us that we should view remote work as a “new” work organization model. However, over time, should we see it as a potential hindrance to growth or a considerable productivity gain? In the end, remote work and productivity may not be such enemies after all! What is your opinion on the subject?
If you need advice on rethinking a new work organization, don’t hesitate to contact us.
Our time-sharing HR Directors will be happy to advise you and support you in the implementation.
Did you find this article interesting? Check out all our previous articles to fuel your HR reflections!
