Remote work and productivity: Top four myths busted

We’ve begun to hear examples of some large organisations who are threatening to cut bonuses to employees if they don’t meet office attendance rules. 

We’re entering a phase of recalibration in the recruitment market — from peak hiring in 21/22 to now where volumes of vacancies have decreased. As a result of this, some employers are attempting to roll back to 2019 and obliterating the flexibility options in the workplace. 

Of course, employers can (in the words of Cher) “turn back time” and start removing those “perceived employee benefits” of hybrid work but the consequences are that your team will be second rate and you’ll miss out on talent.  

To help paint a clearer picture of why you’re missing out on top talent, the key factors candidates consider when deciding to apply for a role are flexibility, commute, balance with family commitments, home life and personal pursuits, career progression and salary and benefits. 

According to Microsoft’s 2021 Work Trend Index, a study of over 30,000 people in 31 countries, found that 73% of respondents desire remote work options. FlexJobs surveyed more than 2,100 people who worked remotely during the pandemic and found that 58% would leave their jobs if they weren’t able to continue working from home at least some of the time.

I keep hearing the same concerns and justification from leaders and CEOs — let me bust those myths:

Myth bust #1: WFH impacts productivity

“I need to see my team at their desk to believe that they are working. I’m suspicious that WFH means they’re busy with family commitments and doing the washing”.

Ruling with an iron fist is so last decade! Employers need to trust that we’ve evolved as employees and thanks to Covid we’ve proven our value no matter where we work from. There is no measure to prove that being chained to the desk equals productivity.

It’s up to leaders to be clear about their organisational strategy, communicate it well, and figure out how to get the team invested. 

This could look like: 

• clear individual success measures
• articulating how and why their role contributes to the overarching organisational success 
• give them their “why” and they’ll show you their “how”
• realistic autonomy about when and where they work and how they check in

Myth bust #2: The culture isn’t the same

I lead a small business circa 20 FTE, that has always been 100% remote with an employee engagement score of 95%. There are stacks of remote first companies that have proven this is a fallacy and surprise surprise, they’re not industry-specific.  

However, you do have to be intentional when creating opportunities to connect.  This must include placing an emphasis on team building that is meaningful and targeted. When it comes to this, one size doesn’t fit all.  

Culture can be defined in many different ways, but honouring your company values and providing the benefits that more and more people are expecting will always prove a winning combination.  

Myth bust #3: Collaboration is impacted 

Get your people involved, ask the questions you need answered. What does collaboration mean to them? How can they best contribute to making this happen? What do they need from you?

My advice would be to set up a schedule for collaborative interactions between the team and cross-functionally and be intentional about making it happen. We all get busy, so this one can be easy to overlook.

Platforms like Slack, Google Chat and Microsoft Teams make online collabs easy and time effective. Set up a group, chat 1:1, or plan regular check-ins for WIPS and updates (an online standup if you will).  

Myth bust #4: I work best in the office, so I want everyone to be there

I can’t tell you how many leaders I’ve heard that have a personalised, blinkered view on this topic, that they want to apply to the entire company. They hate working from home, so therefore no one else could possibly do it effectively.

It’s time to embrace the new era of hybrid and remote work and to cast the talent net wider to make sure you have access to the best people for your business, not just the ones who can come into the office every day. 

The future of the workplace revolves around FATPC — Flexibility, Adaptability, Trust, Productivity and Connection. 

Right, I’m off to hang out the washing! 

Sarah Piper is a recruitment expert and owner of Invisible Partners.