Portable IT equipment and the widespread availability of broadband internet mean it’s easier than ever to allow working from home in your company. And while home working can certainly bring benefits to your business, you should think carefully before introducing it.
Working from home can bring a number of benefits to your business:
=623; Increased productivity. People who work from home are less susceptible to interruptions and often find it easier to focus and be productive.
=623; Boosted motivation. Allowing home working demonstrates trust, reduces commuting hassles and helps staff balance work and other obligations.
=623; Cost savings. If working from home is the norm for a proportion of your workforce, your business may be able to occupy smaller premises.
According to the TUC too many workers are wasting their time making journeys they don’t need to, clogging transport networks during the rush hour and adding to their carbon footprint while companies are losing out on the cost and productivity benefits of home working.
However, there can be disadvantages to working from home too:
=623; Management is trickier. With less face-to-face contact, it can be harder to manage your team of people.
=623; Extra costs. Enabling home working can involve significant – and sometimes expensive – changes to your IT systems.
=623; Communication problems. It can be harder for a team to communicate successfully when they work from different locations.
The most common objection amongst employers is that employees will abuse remote working arrangements and not work as well without supervision. Employees may have difficulty staying focused due to distractions from family and friends, private calls or domestic chores.
In addition, some organisations have concerns that disconnected teams would be less effective and leave individuals feeling isolated and stressed.
From an employee’s point of view, whilst working from home may reduce stress levels, it may lead to fears about career progression for the individual. Home workers may be worried about missing out on networking, where potential opportunities for progression are discussed informally in the office.
Is working from home right for your company?
Often, the appropriateness of home working depends on the job itself. For instance, while telesales staff, writers and consultants may thrive when working from home, it is impossible for retail staff or factory employees to even consider home working.
As well as evaluating the job roles in your company, there are other key factors that will determine how appropriate home working is. Notably:
=623; Are your employees suited to it? Working from home creates new challenges in motivation and self-discipline.
=623; Can your IT cope? Understand what new IT you might have to invest in before committing to a home working programme.
If you offer home working to one person in your business, you may set a precedent which others want to follow. You should therefore make sure that working from home fits your company before you offer it to your staff.
Home working IT issues
Think carefully about how to introduce home working. Your employees will probably need access to new equipment to work effectively.
You remain responsible for their computer health and safety no matter where they work, so you will need to supply effective, ergonomic computer hardware. You may also be responsible for supplying office equipment.
Effective communications are important, so provide a broadband internet connection and mobile phone. Call forwarding may also make it easier for people to contact your home workers.
Keep an eye on security, especially if your employees require access to sensitive information like your customer database.
Home working management
Think about how you will manage people who work from home. It can be tricky to monitor their performance, so agree deadlines and meet face-to-face regularly.
Home working employees typically need better time management skills than their office-based colleagues, so think about extra training too.
In general, maintaining good communication is key to home working success.
Technology can help a lot. Use tools such as instant messaging, webcams and the good old telephone to ensure all your employees can stay in touch with the business.
Finally, if you want to consider home working as an option for your employees as part of a sensible flexible working programme, here are the main elements to include for a home working policy:
Approval – trial period. A trial period should be implemented.
Place of work. Establish the home worker’s principal place of work.
Health and Safety. Health and safety policies need to be updated to extend to employees working from home.
Hours of work. Ensure hours of work are clear and when the employee must be available at set times of the day. The employer also needs to make sure that appropriate breaks are taken by the employee.
Annual leave/sick leave. An adequate system must be in place to capture leave for home workers.
Equipment. Consideration needs to be given to provision of the required equipment and maintaining and servicing the equipment.
Insurance. Equipment supplied must be insured by the employer.
Expenses. Specify which expenses the employee may claim.
Discipline/confidentiality and data protection. The home worker should adhere to the same standards of behaviour that are expected at your business premises, including adherence to data protection and email policies.
If you would like help putting a policy together or need any advice please email us at julie.ware@peoplebusiness.co.uk or call us on 01932 874944.
