COVID-19 is doing more damage than good, but it is spotlighting some opportunities for workplace changes. Remote work is accepted by some and rejected by others. There seems to be a debate on how it impacts the organization’s culture and the financial burden of having a half-empty office. Regardless of your position on remote work, COVID-19 is putting it to the test for many.
Once COVID-19 is behind us and society returns to the workplace, organizations will be granted an opportunity to create their new status quo. During these conversations, remote work will inevitably come up, and leaders will need to provide answers.
It would be wise for leaders to create and implement a robust remote work policy for all eligible employees. Eligibility falls in the hands of each organization’s discretion (assuming no laws are being broken). The organizations that accept the new status quo will attract top talent and adapt to the new workplace. Working with the changes, not against them. The companies that boomerang back to the old status quo without a new remote work policy will be fine, for now. Many individuals will be yearning to return to work and get out of the house. However, these organizations will struggle with talent in the future when the option for remote work is standard.
I think part of the workplace change in remote work should be in the name. Because what we are really talking about is work flexibility. The option to work from wherever, and for the most part whenever. Also referred to as Work Autonomy.
Work Autonomy is the agreement between employee and employer on a set of work expectations and trust that each party will do their part. This is an element of the Psychological Contract. There will always be a time for individuals to work together face to face. However, the nine-to-five schedule is no longer best suited for our new work environment.
