Some advantages of home office or WFA<\/h3>\n
Workforce independence brings significant benefits to employers. You can choose your talents from a limitless reservoir. Job seekers might suffer from this increased competition, but they also benefit from flexibility in their workplace. Choosing a place of residence according to your budget or just following the sun is tempting. You can definitely live on the Italian Riviera and work for an organization based in Sweden or change your place of residence again and again, depending on your mood. Actually, one speaks not only of a home office but of WFA, that is, work from anywhere<\/em>. The era of the so-called \u2018digital nomads\u2019 has begun and is particularly fascinating for millennials.<\/p>\n However, working from home doesn\u2019t just bring advantages; remote work also brings with it a new level of complexity, primarily in communication. In every team, constructive interaction is crucial for success. The shortcomings in communication in distributed teams have numerous effects. For example, team members no longer just stand up, pat their colleague on the shoulder and ask a question. Thus, the daily exchange of knowledge is inhibited. Communication not only supports daily, professional discussions but is essential for social exchange. Many people criticize the fact that distance negatively affects interpersonal relationships. The sense of belonging is disappearing. However, the effects of conflict are even worse. Due to the lack of transparency, a bullying case has irreparable consequences. Working in a virtual environment does little to promote friendships; rather, it creates feelings of loneliness. Therefore, it is understandable that some managers have reservations about working from home. It\u2019s not about the employees\u2019 productivity per se. Rather, there is a lack of physical closeness, especially during sensitive conversations. The periodic performance assessment is the subject of such discussions. If the employees are permanently remote, as in internationally distributed teams, the question arises whether an objective assessment is even possible.<\/p>\n At this point, HR and line managers can use digital solutions: so-called people analytics.<\/em> The concept of people analytics<\/em> consists of analyzing personal data that results from various surveying practices using big data and artificial intelligence methods like machine learning<\/em>. \u2018Technological progress and the scaling of \u201ctraditional\u201d surveillance technologies that have already taken place open up promising opportunities for companies.\u2019 [5], data is collected to support the employee selection, workplace design, compliance and performance management and employee loyalty and development. This method is based on analyzing emails and phone calls as well as all email traffic. Additionally, mood and screen analyses are carried out, and data generated by electronic ID cards and access control systems is also used. However, these procedures can strongly evoke a \u2018Big Brother is watching you\u2019 mentality within the workforce. This raises a central question that HR managers and managers should consider, while taking ethical aspects and the data protection act into account: How do people analytics processes affect employees\u2019 trust and the corporate culture?<\/p>\n <\/p>\n The question asked at the beginning, regarding whether employers will increasingly be allowed to work from home offices after the pandemic, cannot be answered on a general level. It has to be answered by each organization after taking into account its specific operational conditions and cultural circumstances. Nevertheless, some surveys that were carried out in 2020 involving employees and employers provide some clues about the future. Results show that 79 percent of the employees who were surveyed can imagine working at least partially from home after the pandemic. While 27 percent of employers will only allow home offices on request, 40 percent of those surveyed plan to introduce the home office as a fixed part of their workload. Finally, 12 percent of those surveyed intend to allow full flexibility between the home office and on-site work [6]. Thus, a wider use of the home office can be expected after the pandemic.<\/p>\n Driven by technological progress, home offices will establish themselves more often as alternative or complementary workplaces in the future. Individuals and teams who want to fully benefit from the advantages home offices offer should adapt their working methods accordingly. A balanced combination of home office and an on-site workplace counteracts potential feelings of loneliness. Communication on your part should not only be optimally supported by technology but above all should be lived with increased awareness on the part of everyone involved in everyday life. The quality of leadership, communication, and cooperation has an enormous influence on the performance of individuals and teams. That is why\u2014particularly in these difficult times\u2014it is appropriate for managers to approach the development of their teams actively and situationally. In this sense, adaptability and agility are more in demand than ever.<\/p>\n [1] P. Choudhury (2020). Our Work-from-Anywhere Future. In Harvard Business Review<\/em>, S. 58-67.<\/p>\n [2] Source: Statista<\/p>\n [3] dito<\/p>\n [4] dito<\/p>\n [5] Weibel, A., Schafheitle, S. & Ebert, I. (2019). Goldgr\u00e4berstimmung im Personalmanagement?. In Organisations- [6] Source: Statista<\/p>\n","protected":false},"excerpt":{"rendered":" Is Work from Anywhere about to be the rule? Many people nowadays are more or less forced to work from home. In April and May 2020, there were even more. […]<\/p>\n","protected":false},"author":2,"featured_media":4659,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[286,228],"tags":[],"class_list":["post-4666","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-kommunikation-en","category-organisationskultur-en"],"yoast_head":"\nHome office also has its downside<\/h3>\n
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<\/h3>\nPeople analytics as a solution<\/h3>\n
Post-pandemic forecasts for home office<\/h3>\n
Conclusion<\/h2>\n
\nQuellenangaben<\/h3>\n
\nentwicklung<\/em> Nr. 3, S. 23-29<\/p>\n