Working From Home - Productivity Killer or Booster?

There is no denying that advances in technology have dramatically changed the workplace environment. From laptops to visual conference calls, many workers are no longer confined to working in the office. In response to this, many major corporations are allowing employees to work from home as a way to improve the overall work‐life balance. But with this increase in flexibility comes an increase in responsibility for employers. According to an article from HR Council, the key to designing a flexible work arrangement is to make sure that work gets done in the most effective way, from the most effective location. Marissa Mayer (right), CEO of Yahoo Inc., believes that the most effective location is in the office.

Marissa Mayer of Yahoo

“Speed and quality are often sacrificed when we work from home. We need to be one Yahoo!, and that starts with physically being together.”   Marissa Mayer

Earlier this week, Yahoo released a memo announcing that it is banning its employees from working remotely. The memo read, “To become the   absolute best place to work, communication and collaboration will be important. That is why it is critical that we are all present in our offices.” Mayer supported this new shift in workplace flexibility by claiming that teleworking does not foster an environment conducive to productivity and creativity. But does this mean that the ability to work from home should be completely eliminated?

Whether working from home is a legitimate possibility is largely  dependent on an individual’s work responsibilities. Instituting a company‐wide policy against this type of work arrangement puts you at risk of losing some of the employer benefits that come with being more flexible. According to an article by HRM Online, these benefits include a reduced level of absenteeism, lower office expenses, and an increase in productivity and employee morale. For larger corporations, having this kind of policy in place may also impair your ability to attract top talent that is looking for those kinds of incentives.

Making it work: Guidelines for working from home 

The reaction to Mayer's memo has been intense, from those stating it is a huge step backward and an anti-parent policy to those who agree there are benefits to having a team that can collaborate and thrive when they are physically together. It is clear that there are both pros and cons to following employees to work from home. So, how can you make it work for your company? Clear Path offers you a few suggestions:

Introduce technology that helps to enhance remote collaboration – programs such as GoogleDocs, Skype, and Instant Messenger are great low‐cost options  for smaller businesses.
 
Ensure that all remote employees are able to maintain a high level of communication with the office.

Develop clear policies that outline your expectations for working from home. Flexible start and end times in the office is also another alternative to increasing workplace flexibility.
       
Implement programs that help to increase work‐life balance such as EAP or childcare assistance.

Provide ongoing feedback to employees regarding their performance and productivity levels.
       
Establish an in-office team meeting at least once per month and require all employees who typically work from home to attend to increase personal connectedness to the team.

Striking a balance

Scott Schieman, a sociology professor at the University of Toronto who studies work, stress, and health, has this to say on the topic: “It comes down to everything in moderation. Rather than have somebody always work from home, have some arrangement where there’s an effort to understand and negate any of the downsides. So if you believe interaction and decision‐making happens best when people are together, make sure there are opportunities to make that happen.”

Clear Path can help 

Need help developing your employee policies to find the right balance between productivity and work‐life balance? Our experts are here to provide the training, policy development and expertise you need to succeed. Visit our website to learn more at www.clearpathemployer.com or contact Anna at (519) 624-0800.

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