Balancing Productivity and Employee Welfare: A Nuanced Approach to Remote Work and Hybrid Models

As the working world continues to shape-shift post-pandemic, HR professionals and managers face the challenge of balancing productivity and operational performance with employee welfare and motivation. The remote vs. return-to-work dispute drags on. A recent request from a South African employee to work from home during winter has gone viral and there have been varied and amusing responses.

“Winter is the coldest and darkest season, and I just don’t see myself getting out of my warm and cozy bed at 5 am each weekday to come to work during this season.”

While it’s certainly cold and dark on winter mornings, our climate is not generally regarded as extreme, so getting to work safely is not the issue here. This is not a question of employee risk, rather it highlights the ongoing debate: how flexible should employers be in accommodating remote work preferences?

Disconnect Between Managers and Employees

There appears to be a disconnect between what managers prefer and what many employees would prefer. According to a KPMG study of over 1,300 global CEOs, 64% believe everybody will return to working from the office by 2026. 87% of CEOs said they were more likely to lavish “favourable assignments, raises, or promotions” on employees who came into the office than on those who worked remotely. *

Another study found that 47% of employees say they’ll quit if their employer insists on a return to the office full-time. Flexibility is becoming a highly valued perk

The Case for Flexibility and Hybrid Models

Remote work and hybrid models offer numerous benefits for both employers and employees. For employees, the flexibility to work from home can lead to improved work-life balance, reduced commuting stress, lower transport costs, increased family time and increased job satisfaction. For employers, these arrangements can result in higher employee morale, reduced absenteeism, and potentially lower overhead costs.

1. Increased Productivity: Contrary to early scepticism, several studies have shown that remote work can boost productivity and employee engagement. Employees often use the time saved from commuting to start work earlier or extend their working hours. IBI study

2. Talent Attraction and Retention: Offering remote work options can be a significant competitive advantage in attracting top talent. Many skilled professionals prioritise work-life balance and flexibility when considering job offers. “…employers should seek to better understand why flexibility is so important to talent. The focus should also be on how flexibility is executed, recognising that it means different things to different people.” Forbes

3. Environmental Benefits: Reduced commuting contributes to lower carbon emissions, aligning with corporate sustainability goals and enhancing the company’s public image.

Challenges and Considerations

However, adopting a remote or hybrid model presents challenges for employers and employees. From an employee perspective, access to adequate equipment and finding a quiet workspace is not always compatible with family life. Plus, our electricity woes and unreliable Wi-Fi or data increase frustrations.

Employers need to consider the following:

1. Maintaining Collaboration and Communication: Remote work can lead to feelings of isolation and communication breakdowns. Employers should invest in robust communication tools and foster a culture of regular virtual check-ins and team-building activities. The potential savings in overheads must be weighed against the possible increase in software costs and wellness support.

2. Ensuring Fairness and Equity: Not all roles are suitable for remote work. Employers must develop fair policies that consider the nature of different jobs and ensure that remote work privileges are distributed equitably. The alternative is the emergence of a new privileged class of workers in an already deeply unequal country.

3. Monitoring Performance: Clear performance metrics and regular reviews are essential to ensure that remote employees meet their targets. This requires a shift from time-based to output-based performance evaluation.

Adapting HR Policies and Leadership

To attract and retain valued employees while maintaining productivity, HR policies and leadership approaches should adapt:

1. Develop Clear Remote Work Policies: Outline the eligibility criteria, inherent requirements of the job, expectations, and responsibilities for remote work or flexible hours. Policies should include provisions for regular performance reviews, methodology and means, communication protocols, and data security measures.

2. Flexible Work Hours: Consider offering flexible work hours to accommodate employees’ preferences, provided they meet their work commitments and deadlines. This can help employees manage their personal responsibilities and reduce stress.

3. Invest in Technology: Provide employees with the necessary tools and technologies to perform their jobs effectively from home. This includes high-speed internet, secure access to company systems, and collaboration software.

Legal Framework in South Africa

In South Africa, the Basic Conditions of Employment Act (BCEA) of 1997 and the Labour Relations Act (LRA) of 1995 do not explicitly address remote work. However, employers are encouraged to establish clear policies that comply with these laws.

Code of Good Practice

A Code of Conduct can serve as a guideline for employers in implementing remote work policies. This code should address at least:

1. Disciplinary and grievance: procedures in the work place given the hybrid and/or total remote working conditions,

2. Health and Safety: Ensuring that remote work environments are safe and conducive to productivity.

3. Communication: Setting expectations for regular communication between remote employees and their teams.

4. Productivity and deliverables: clearly set out the outputs required and the attendance required.

5. Data Security: Implementing measures to protect sensitive company information.

6. Fairness and Inclusivity: Ensuring that remote work opportunities are available to all eligible employees without discrimination and providing alternate benefits to those who cannot enjoy flexibility due to the nature of their work.

Conclusion

A balanced approach to remote work and hybrid models requires careful consideration of both employer needs and employee welfare. Employers can create a productive and motivated workforce by developing clear policies, investing in technology, and fostering a culture of trust and communication. Flexibility should be seen as a strategic advantage, helping to attract and retain top talent while maintaining operational performance. Incorporating these practices can lead to a more resilient, adaptable, and satisfied workforce, ready to meet the challenges of the modern working world.

* In South Africa, this may be considered a discriminatory practice apart from the inherent cultural challenges it will raise.

Author: Janet Askew ([email protected])

Please be aware that this article is intended for informational purposes only and such does not constitute legal advice. If you require specific legal guidance or further information, we encourage you to reach out to us for expert assistance. We can be contacted at Allardyce & Partners 011-234 2125 or [email protected] and [email protected].