After restrictions were lifted on 19 July, people in England were no longer legally obliged to work from home and a ‘gradual return to work’ has now been advised by the Government.
However, half of UK employees said they would quit their current jobs without flexible working options post-pandemic, according to a recent poll.
Not only this, nearly two in five businesses said that their organisations planned to offer partial home working to all workers, while almost half said they would offer home working to some employees.
As well as this, three per cent suggested that their firms would move to an entirely home-based working model once restrictions are removed.
Remote working was on a lot of businesses’ radars, even before the pandemic. Millennials and Gen-Z have shown a greater interest than past generations in working remotely, and it is becoming a more desired incentive for companies to offer.
With so many businesses introducing these hybrid or remote working models for the long-term, employers must consider how to continue supporting staff that are working from home:
Prioritise health and wellbeing
It is clear that health and wellbeing or work-related anxiety is an increasing concern – especially for those working from home.
Employers must adapt their people strategies to consider the impact on working relationships and physical health.
Introducing new resources of practical activities could support remote workers. This could include things like sleep guidance, home working advice, desk stretching or virtual boot camps.
Be flexible and organised
The key to remote teams is to allow flexible hours to maintain consistency. With many workers having to juggle childcare and other home-life matters, having flexibility in hours is something that employers should consider.
Although it is essential to embed a concrete plan, employers should be open to adjusting strategies for each employee’s needs.
Whether your employees put in the hours during the morning or evening, this may be less of a concern as long as the work is completed and of high quality.
Possibly the most important aspect of remote working is communication. This ensures that employees keep apprised of deadlines, available resources and support, work-related challenges and manager expectations.
Nevertheless, employers should consider which communication tools best fit the team’s culture – whether it be phone calls, emails, or video chats.
When this is decided, employers should find a balance between constantly pinging employees with notifications and complete communication silence.
Like you would if employees were in an office, managers should look for opportunities to celebrate work milestones.
This makes workers feel personally connected to the businesses from the comfort of their homes – whether it be a celebratory video call or sending a little gift to their home addresses.
It is crucial to remind your employees that you are noticing their hard work and successes – even whilst working from home.
Many homeworkers can feel isolated or disorientated without the office environment.
Managers must ensure that they are available to team members throughout working hours to discuss any concerns or work-related questions.
Going above and beyond to maintain an ‘open-door’ policy for remote employees will remind them that they can count on their managers to respond to any pressing matters.
We at HR Caddy understand that Human Resource Management, especially after the Covid-19 pandemic, is an area that many businesses find a time-consuming headache that remains filled with uncertainty.
Fortunately for you, we specialise in ensuring employers are supported throughout a variety of business changes, such as remote-working policies.
For more help or advice, please contact us today.