6 tips for working in the home office
How modern working in theory works is well-known: Flexible and tailored to the needs of employees, it gives everyone the freedom to decide when and where they work - in the home office, on the road or in the office. And for many employees, this flexibility is becoming increasingly important, as numerous studies and studies show:
To do in times of demographic change and the increasing shortage of skilled workers Company It is good to adapt to these needs of the new generation of workers so that they do not get left behind in the “War for Talents”. With flexible working models, companies could score with generations Y and Z and position themselves on the list of preferred employers for young talents.
1. Behind the ironing board Non-stop accessible?
Despite these findings, implementation often fails in practice. In many places the term “home office” still evokes the image of the employee at the chaotic workplace between the ironing board and children's toys, which is difficult for the team to reach and difficult for the boss to control.
But there is also uncertainty among employees, many ask themselves: Do I have to be reachable nonstop? How do I manage to switch off at home despite having a home office at home, and do I become an outsider in my team when I am not in the office every day?
2. Clear agreements create trust
In order to mitigate such uncertainties from the outset, clear rules such as an employment agreement are essential in the introduction of flexible working models. The working hours, the availability of the employee, the equipment of the home office and legal requirements should be precisely defined and recognized by all parties involved.
This is not about control and rigid structures, but - on the contrary - about trust. Too many question marks in the minds lead all too easily to misunderstandings and uncertainties, which are avoidable.
3. Serious change for all
In addition, the parties involved must be aware of the fact that this is a serious change for ALL before the introduction of a flexible working model.
On the one hand, executives are particularly challenged: leading to targets instead of attendance, and increased communication requirements to keep the team together are in demand.
4. With change management against the inner pig dog
On the other hand, the home office is also a big change for the employee himself: it is not just about overcoming the “inner bastard”, but also about active and conscious responsibility for your own time allocation and of course also about productivity and good teamwork.
It is therefore advisable for companies that are planning major changes in their workplace concept to accompany this change of change management professionals and to guide them in the right direction.
5. Home Office is not suitable for everyone
In larger companies in particular, it is essential for the introduction of new structures that all those involved are involved in the processes from the start and do not have the feeling of being “run over”.
And last but not least, the Home Office is not the right way to work for everyone, some employees simply need to have daily exchange with colleagues in order to really feel integrated into their work processes.
6. Reduce reservations
On the other hand, skeptical employers should be aware that the mere presence of the employee in the office alone is not yet an indicator of productivity:
It remains a question of trust, without which a good corporate culture will have a long-term existence neither in the traditional nor in the virtual office.
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