Also read: 3 things you should do differently when working from home
2. We are more productive
One of the main reasons for organizations to stop remote working was fear. Employees would not be productive if they were not in the office. Wrongly, as many studies show. In fact, it shows that employees are generally more productive at home. Research by Development Economics, for example, shows that productivity increases by 13 to 16 percent. Of course, this does not apply to everyone, but the freedom to decide for yourself how and when to perform work ensures that the work is better aligned with the preferences of the employees. And that increases productivity.
Work stress is the number one occupational disease. According to TNO, more than a million employees are at risk of burnout and other work-related psychological complaints every year. A good balance between work and private life has become an increasingly important theme in recent years. Remote working is an answer to this increasing singapore telegram dataproblem. The younger generations in particular find freedom and space very important. Research by Gallup shows that 51 percent of employees are willing to change jobs if it gives them more flexibility in performing their work. In addition, it appears that 37 percent would like to switch jobs if they could work remotely at least part-time.
4. It encourages trust
The system we work in originated in the industrial revolution (end of the 19th century) and has a strong hierarchical structure. A hierarchical system excels in doing what you always did and leading that tightly. An important fact is that the system is also set up from distrust. The belief prevailed that employees were not motivated and that you therefore have to strictly monitor whether employees perform their work well.
Although every manager will now indicate that they trust their employees, the system in which they work is still based on distrust. From that system of distrust, all kinds of trivial procedures have developed over the years and employees have to account for themselves, which unintentionally keeps them small. They are not given the space and responsibility to carry out their work as they see fit, with the result that employees are not always given the opportunity to show their best work.
With remote working, it becomes impossible to monitor how employees do their work. Trust is, as it were, enforced by this way of working and that is a healthy development for organizations. The vast majority of professionals will be able to deal with trust very well.
