The recent heavy snowfall across the UK has reignited the debate on the benefits of remote working, especially for those employees who may not usually have that kind of flexibility.
Requiring staff to come to work during bad weather, when it is likely to take an unreasonable amount of time, may mean that you only receive a couple of hours work from your staff, rather than a full day. In this instance remote working reduces the health and safety risk of your employees which is always vital to consider.
Consequently, the benefit of working remotely can not only add to an improved work-life balance, but also to improved productivity. This, in turn, can help to retain focus and motivation. Allowing employees to work from home, may encourage staff to give you something back in return for the flexibility you have shown.
However with home working comes with a few key issues to consider:
- How will staff access your systems - do you have the budget to allow key business services like mobile phones or blackberrys,
- Will encouraging such an arrangement be counter productive for you as a business as you will have to put procedures and suitable security measures in place to protect sensitive company information
If you are only able to offer employees reduced access to company systems and information this may make remote working as inefficient as travelling into work in bad weather. Also, staff not used to remote working may find being at home a greater distraction. It may be necessary therefore, to provide employees with set pieces of work to complete or follow up with on their return into the office.
Finally, it is always wise to make employees aware that, where possible, every effort should still be made to come to work unless it puts them at risk. Be alert to those employees who may treat the weather conditions as a reason to absent from work, even if it does not directly affect them. As such, every situation should need to be considered on an individual basis. Advice from a professional should always be sought if unsure.
Written by Hannah Baker-Sadaat - an HR professional with three years of generalist HR experience in the support services industry. She is CIPD qualified with a Masters in Personnel Development.
You may contact her at handyhrehelp@googlemail.com
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