Work from home: implications for the future of work

Neeru Choudhary and Shilpa Jain from the Open Polytechnic of New Zealand | Te Pūkenga look at the impacts of working from home during the COVID-19 pandemic and what this might mean for the future of work.

The COVID-19 pandemic has led to a massive shift in the way people work, including the prevalence of remote working. This has resulted in numerous challenges and opportunities for both employees and employers and has the potential to bring about profound implications for the future of work. This article is based on our qualitative research conducted in 2020–21 in New Zealand to explore the experiences and perceptions of knowledge workers working from home during the pandemic.

Working from home during the pandemic

The study found that, through the lockdown period, virtual tools became a go-to mechanism for individuals and teams working remotely to collaborate and coordinate. A quick learning curve was experienced in adopting and using online tools like MS Teams and Zoom, which may be unprecedented in the history of the workplace. Empathetic approaches by managers, correct work station set-ups, flexibility and social connections through virtual tools all played a crucial part in supporting employees to adapt to the new way of working.

Participants reported a host of challenges, such as managing work–life balance, ensuring productivity and maintaining mental health. Employees have had to juggle work responsibilities with family obligations, including caring for children and elderly parents. Increased stress and anxiety associated with COVID-19 uncertainties and adjusting to pandemic-imposed working from home (WFH) was experienced. WFH also raised concerns about the challenges with technology, lack of visibility and the social aspect of the office environment (Jain and Choudhary, 2022).

However, respondents also realised the benefits of working from home. For example, employees save time and money on commuting, resulting in a better work–life balance. It enables better focus and greater productivity on tasks requiring a quiet environment (Choudhary and Jain, 2021). Additionally, remote work has enabled employees to work from anywhere, opening up opportunities for a more diverse and inclusive workforce.

Implications for the future of work

The pandemic has accelerated the trend of remote work. Therefore organisations must re-evaluate how they approach their work arrangements. Here are a few ways in which the future of work is likely to be affected.

1. Flexible working arrangements

Employees are showing an inclination for employers who provide flexible working arrangements, and many companies are considering various options for flexible work policies. This could mean that employees can work from home a few days a week or work flexible hours. With the realisation that WFH often tends to foster isolation and lack of in-person connectedness, there is a greater preference for hybrid working, which helps build a sense of community and connection within the workplace, keeping the organisational culture alive. Flexible working arrangements can also provide

employees with more autonomy over their work, which is essential for employee motivation and engagement.

2. Remote work infrastructure

The pandemic has highlighted the need for better remote work infrastructure, including faster internet speeds and improved collaboration tools. Investing in remote work infrastructure will be essential to ensure remote workers have access to high-quality technology to maintain their productivity and engagement levels. By investing in more flexible offices designed to accommodate employees who come into the office occasionally, organisations can reduce their overheads.

3. Reinforce health and safety

With the move to employees working from home, there needs to be a check for whether employees are aware of and following health and safety requirements and regulations, including ergonomic WFH set-ups, as well as employees incorporating rest and breaks in between work times.

4. Inclusive and diverse workforce

Remote and flexible working can bring opportunities to hire from an expanded talent pool, resulting in a more diverse and inclusive workforce. This can bring new perspectives, ideas and approaches, which will help companies to innovate and respond to changing demands more effectively.

In conclusion, working from home during the pandemic has presented both opportunities and challenges for employees and employers. Employees need to be self-motivated and disciplined and able to manage their time effectively. They also need to be proficient in using remote work tools and technologies. As we move forward, it is crucial for companies to address the challenges of remote work and to provide employees with the necessary support and infrastructure to work effectively from home.

References

Choudhary, N and Jain, S (2021). An exploratory study on knowledge workers’ perceptions and experiences of working from home posed by Covid-19 pandemic in New Zealand, 34th Annual Australian & New Zealand Academy of Management (ANZAM) Conference Proceedings. www. anzam.org/wp-content/ uploads/2022/03/8038ANZAMPapers-and-AbstractsConference-Solutions_DEC2021_V3.pdf Jain, S and Choudhary, N (2022). Working from Home and Resilience among Working Parents During Covid-19. In E Papoutsaki and M Shannon (eds), Proceedings: 2021 ITP Research Symposium, 25 and 26 November (pp 153–168). Auckland: ePress, Unitec, Te Pūkenga. doi. org/10.34074/proc.2205012

Dr Neeru Choudhary is Senior Lecturer, Business and Enterprise at the Open Polytechnic of New Zealand | Te Pūkenga. She holds a PhD in business management and has over 15 years of experience in teaching various management courses at undergraduate and post-graduate level. Her research interests are flexible work arrangements, online education, leadership, motivation and employee engagement.

Dr Shilpa Jain is Senior Lecturer in Business and Enterprise at the Open Polytechnic of New Zealand | Te Pūkenga. She holds a PhD in Business Management, a Masters in Management Studies and has substantial teaching experience at master’s and undergraduate level at tertiary institutions in India, United Arab Emirates and New Zealand. Her research interests are in the areas of workplace stress and job burnout, flexible work arrangements, work teams and business sustainability.