The COVID-19 pandemic has forced many companies to adapt to remote work, and for some, like me, it has been a revelation.
The idea that we should all be striving for everyone to be back in the office full-time is not only outdated, but it’s also detrimental to the relationships between both employees and employers.
One of the key benefits of remote work is the ability for employees to have more flexibility in their schedules. This is particularly important for parents who have been juggling childcare responsibilities during the pandemic and since. With remote work, parents can better manage their time and be more present for their children while still being able to get their work done. Additionally, remote work allows employees to create a work environment that is conducive to their productivity, whether that be working from a home office or a quiet coffee shop.
Another benefit of remote work is the ability for employees to take better care of their overall health. Commuting to and from the office can be a significant source of stress, particularly in congested urban areas. With remote work, employees can avoid the daily commute and instead focus on activities that promote physical and mental well-being, such as exercise or meditation.
Finally, remote work can be beneficial for employers as well. With remote workers, companies can tap into a wider pool of talent and save on office expenses. Furthermore, research has shown that remote workers are often more productive than their in-office counterparts.
I can understand some concerns from employers that if employees aren’t in the office, how will you know that they’re being productive, or that the work is being done? The answer is pretty simple – implement the latest technology, standards, and expectations in time tracking. You’ll know if deadlines are missed, or in danger of being missed. At Ace Studios, we use Asana to stay on top of work and Slack to remain in communication with the team. We also have daily morning briefings with team members on Zoom to make sure things are going smoothly and to offer support where needed.
You can even experiment with making your office run on a hybrid structure, as many of our employees *want* to come into the office for those social interactions, they just want to do it under a flexible work schedule. Under this model, we’ve seen our employees be much happier and appreciative of this benefit that, if anything, they work harder than they would if we forced them to be at their desks for the sake of saving face.
In conclusion, the COVID-19 pandemic has taught us that offering workplace flexibility is good for employees and employers alike. Remote and hybrid work environments have proven to be viable options for many companies and have allowed employees to have more flexibility, take better care of their health, and be more productive. It’s time for companies to embrace remote work as a permanent option for their employees, rather than striving for everyone to be back in the office full-time.