Why is telecommuting an incentive for some and vice versa for others? This was examined by Stephen Bevan, Head of Human Resources Research and Development at Lancaster University’s Institute of Employment Sciences, and wrote: Qubit.
1,085 respondents were asked about their performance in the home office. The “work after insurance” project measured productivity using a metric used by economists, that is, the value of a product or service produced in one hour. They were also asked how productive they were feeling compared to their usual performance in the workplace prior to the shutdown.
54 percent of respondents believed that they could do much more or less work in one hour than before. Along with those who believe that their work performance is nearly as well as coming back home, nearly 90 percent of those whose work efficiency has remained at the same level or has improved compared to the office.
Analysis conducted by Cardiff University and the University of Southampton last year yielded similar results. According to this survey, the majority of home workers were at least as productive as they were before this survey, and 88 percent said they would prefer to remain in the home office at least partially in the future.
- 41 percent said they could do the same amount of work as they did six months ago.
- And 29 percent of them felt more effective.
- The percentage of those who, in turn, felt that their productivity had decreased by 30 percent.
Findings from another study suggest that increased productivity is also due to the organization of independent work: Participants spent less time fulfilling other people’s requests or tasks they found boring, such as meetings, but they increased the frequency of tasks they deemed important and communication with external clients.
Stephen Bevan and colleagues also examined the mental state of the participants using the WHO’s five-point index. The results showed a clear relationship between improved mental health and increased home productivity. The workers who felt the most productive got twice as much mental health scores as those who felt the least ineffective.
It was also found that many of those who worked in the home office at the time of the closure suffer from psychological problems such as isolation, financial problems, caring for a family member, arranging home education, or health problems. If companies are to test remote work in the long run and want to maintain employee productivity, investing in employee mental health will pay off.
According to the survey, there are five factors that help a worker enjoy good mental health while working remotely according to the WHO scale:
- If he was not tortured with physical symptoms,
- If you have been working for as long as your contract requires,
- If you call your boss too often,
- If you are satisfied with the work / life balance in your life,
- If you consider yourself extroverted
It is also important to note that in a survey as well, 73 percent of respondents said they would prefer hybrid work in the future, which means that they will choose a place to work based on the exact position they have. The transition also deserves to be well made so that companies do not endanger the mental health of their employees.
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