New Work and Future of Work: Home Office in Politics and Employer Branding


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The Chef The business community has declared the 8 hours workday obsolete. It was also a point of controversy for the Jamaican coalition. But even employees want increasingly flexible working hours and for employers this is an employer branding topic.

New Work and Future of Work: Home Office in Politics and Employer Branding


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Simone Janson Simone JansonSimone Janson is publisher, German Top20 blogger and Consultant for HR communication.

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Mobile work on the rise?

Home office and more flexible working hours are on everyone's lips, both positive and negative. Christoph Schmidt, the chairman of the economics, said the WELT ON SUNDAY:

“Companies that want to survive in our new digitized world have to be agile and able to quickly call their teams together. The idea that you start your work day in the morning and end when you leave the company is out of date. ”

Issue of the Jamaican Coalition

The issue was also a point of contention in the negotiations on the Jamaican coalition: So far, workers are legally not allowed to work for more than eight hours a day and have to comply with rest periods. Many employers, CDU and FDP want to change this for some time.

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Do it at the same time Company such as Microsoft or Coca Cola headlines, because you make work hours and place of work completely flexible for their employees. Others like IBM or Yahoo They call their employees from the home office back to the office. How should one know how the trend looks for the future?

Hopes, fears and misconceptions in the presentee culture

Topics such as mobile work, digitization or changes in the working world trigger hopes and fears among executives and employees. At the same time, they are an important employer branding argument for many employers. Especially in Germany, the topic is still seen as rather critical. Many medium-sized companies are still dominated by traditional structures: the boss wants to see and control that his employees are also doing something.

With this presentism, many employers make the mistake, in my view, of linking the success of an employee to time, attendance, and job performance. That even more performance does not necessarily bring more success, I have already 10 years ago in my bestseller The 110% lie written. My conclusion: the topic must be thought further than is done in many cases.

Paradigm shift necessary

Time expenditure and performance are paradigms that were justified in the industrial age with its structured way of production, but in the digital age are increasingly obsolete: much more in the new world of work on creative thinking. And that does not work at the touch of a button, but often in unusual places. Who has not experienced the solution to a problem in the shower in the evening, in bed in the evening or hiking? LinkedIn co-founder Konstantin Guericke For this purpose, even holds his meetings while hiking.

Such experiences should be used to specifically use the motivation and creativity of employees. Instead, many employers in Germany are more likely to approach the topic in small steps: When flexible work is in demand, such as when children are around, companies offer more family-friendly working hours, but employees need to be in the office three days a week, or they can open one Company kindergarten. Certainly that is a question of corporate culture, which is changing only slowly.

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Loss of control and legislation

But dealing with the topic is more complex. For example, the topic of loss of control: According to a survey conducted by the market and opinion research company YouGov on behalf of Samsung among 1.039 employees and 301 executives, only six percent of executives see the lack of control of employees as a disadvantage in mobile work. For the vast majority (85 percent) of executives, the home office does not make it harder to evaluate employees' work.

The concern for data security is significantly greater: Asked about the biggest challenges of mobile work concepts, executives most often call security concerns. The discussion about the topic Bring Your Own Device (BYOD) should continue to be a perennial favorite in the future. This is just one example that shows how much the topic of mobile work will pose so many challenges to society as a whole. Just keep in mind that statutory working time requirements in the home office are regularly exceeded, for the protection of health or also the mental endangering of employees - all topics, with which a company, which wants to introduce more flexible working time solutions, also has to deal juridically.

Employer Branding: Employees Bind Through Mobile Work

Nevertheless, it is clear that the subject of mobile work is also attractive to employers. A study published by the Center for Human Resources Information Systems (CHRIS) at the University of Bamberg together with the Monster employment agency shows that 7.040 participants would be well advised to avoid a job change for 40 percent of job seekers and career seekers when offering Flexible Working Time Models or Home Office. Overall, respondents rated flexible work as a very important criterion when choosing an employer.

Now when I look at how many companies complain that they can not find suitable IT professionals or have difficulty finding employees because of their rural situation, mobile work models are certainly a necessary tool. And especially when it comes to recruiting employees abroad who do not have to move to Germany, Remoted Working offers many undiscovered opportunities. The question of social security, collective bargaining agreements and employee representatives is another matter that would go too far here.

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  1. Tommy

    Yeah, finally, once again a great blog on New Work and the future of work discovered, keep it up!

  2. Job college

    #Blogparade with #Samsung on the Future of Work - 1 / 2: Home Office in Politik & Employer Branding ... - Highly recommended hS2Txq1rwk

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