Adapting to the new normal
You may have seen my previous posts, and if you have you will quickly realise that I am not a big fan of remote working for myself. Many people are progressing in leaps and bounds in the home office environment, smashing targets and outperforming a regular office several times over.
Which is why some employers are choosing to ask their employees to work from home indefinitely.
I see this as a bold step for some organisations, as the pinnacle of success in their sector is a big high rise office in London, bristling with the latest technology and filled with eager minds, crashing against each other to bring on the next innovative wave of cutting edge design. But, to remove the status symbol and ask employees to begin again in their own homes could be considered a backwards move. I’m choosing to see this as a strategic play from employers, because (apart from the obvious money-saving from not owning or renting the property) this gives the workplace a chance to rid itself of the dangerous stigma of depersonalisation and employees being just numbers.
The interpersonal connections that were becoming toxic in high-pressure job roles are being reset, meaning that health and safety subject such as mental health can be addressed and safeguarded against, future-proofing elements of business continuity. Don’t get me wrong, I want to go back to my office. But let’s give remote working a good shot first, before dismissing it. So we need to take a good look at this question if remote working may be here to stay:
What are the training needs?