Remote work is more productive and less prone to burnout. Allyson Zimmermann, Executive Director of Operations in EMEA at Catalyst, encourages organisations that want their employees’ productivity levels maximized during this time with remote options to be well-equitable in nature so they can be sustainable without compromising on that work-life balance.

The pandemic has caused many changes not only within the workplace but also outside of it. One is how we think about employment itself, what does “work” mean? Is there only physical labour anymore if someone doesn’t touch any tangible item themselves?

Years ago, there were some healthy amounts of pushback from leaders about this idea but eventually, they were won over by showing them how beneficial the policy really could be which is why you don’t hear any laughter anymore! At one point during a discussion, one leader said “you can’t possibly reward work done from home as well,” yet later they seemed fine with allowing exceptions so long as those individuals were often seen around offices most days anyway.

Funny how things change over time. It was only a few years ago that we were pushing for remote working to be allowed, but now many companies have officially banned the practice due in part because of pushback from employees who are often against anything new or different being introduced into their workspace environment – even though studies show it can lead them productivity increases up 17%.

The Benefits

The benefits outlined above didn’t seem so compelling back then when there were still plenty more naysayers out there waiting on deliverables.

As our world changes, so do how people work – especially in times when there are global emergencies like this one! Working from home during these stressful moments can seem almost impossible but as long you’re comfortable with your permanent location than going into ‘core’ office hours is totally fine (and even preferable). The future of job stability depends on organizations being able to find new ways for remote workers who need part-time flexibility or full absentees will share tasks equitably while also listening closely towards their needs. To guard against an ‘always-on’ culture, managers should be trained to prioritise empathy and inclusion.

Research from Catalyst shows that remote working options have many benefits for businesses and workers, but only if they are done intentionally to promote inclusion. Employees with access to these types of work environments had lower rates in both productivity as well as COVID-19-related workplace factors; this is due largely because it allows those who were affected by virus uploads (the common name given to people infected) some time off during which they could take care themselves instead having all their energies go into recovery or trying desperately hard just so someone else doesn’t notice how sick you really seem.

When employees have access to remote work options such as flexible schedules and the ability to work from home, burnout at their job decreases by over 26%. Overall compared with those without these benefits there is increased productivity which leads to fewer stressors in life like personal problems or family issues because you’re able to take care if them on your own time while still being productive during office hours. Remote jobs also increase innovation by 63%, engagement by 75% plus 93% likelihood that they will report feeling included.

While the pandemic has been over for quite some time, many women still struggle with how to balance their career goals and the responsibilities of motherhood. A report found that 62% per cent of female employees reported a decrease in their chances at promotion because they had taken carefree days off or reduced hours due to childcare issues during COVID-19. Additionally, 33%, compared to 30 % among males said this impacted their job stability. This trend highlights an important fact – flex work arrangements can make all the difference when it comes down to whether you’re able to use your skillset outside traditional office settings such as home vs being stuck inside offices day after day.

Managers who want to create the best work environment for their employees should take a page from businesses like LinkedIn. In an effort that is focused on providing job security and remote working, reports show how empathy can lead to burnout rates down by 43%. 

LinkedIn’s methods include investing time into understanding what makes each individual person tick as well as offering flexible options such as part-time positions or flexitime hours so people don’t feel.

  • Create remote-work policies that detail expectations for employees, managers, and teams;
  • Upskill managers on empathy and managing remote teams inclusively;
  • Invest in programmes for employees who need additional childcare options;
  • Normalise empathic listening through regular check-ins and other opportunities to share life and work experiences.

If you want to find the best fit for your organisation, it is important that employees are engaged and listening. Regular surveys can help organisations hear what their workforce really needs so they don’t get left behind in this changing world of work!

Remote Working is the new normal – Embrace it!

Flexible and remote work can help an organisation expand its talent pool, ensure better life balance for employees (and their families), and create empowering environments where people feel like they are able to do what’s best with themselves instead of being micromanaged all day long from afar. The pandemic showed us that even though we may not always see each other in person it doesn’t mean anything changes about how committed everyone is towards performing tasks at home or abroad; sometimes working together helps generate innovative solutions outside the norm!

In the ever-changing world, it’s important to offer workers options for how they want their work done. If you’re an employer who values employee wellbeing over keeping them in one place at all times–whether that be inside or outside of office hours – then this new inclusive approach will help boost productivity and reduce turnover rates too!

Why choose Bradford Jacobs?

We make your Global Expansion journey, a smooth journey. With our multiple partners across multiple regions, we believe we can offer your business:

  • Simplified processes that create results
  • Global Expertise with top-rated local knowledge
  • Solutions that grow with your business. 

For more information on our International Payroll solutions and so much more complete contact us today here.