More than a year on from the first lockdown, the vast majority of people were pushed into remote working to keep businesses running. It has been one of the most debated topics of the pandemic, and many questions have emerged along the way. The main one being: does it actually work?
After this year of experience, we have gathered feedback from across the spectrum of business roles to understand how each level of an organisation adapted to this new way of working.
Employee feedback
Employee responses have been mixed. On one side, some found the transition to remote working genuinely difficult — struggling with time management, communication with colleagues, and maintaining motivation.
On the other, many are now keen to keep one or more days of remote working alongside office time. Most would like between two and five days of remote working per week. 65% of remote workers say they do not feel particularly isolated, compared with 35% who do. 69% feel they are no more monitored than in the office, and 56% believe their managers have no objection to them not being present every day — though views vary considerably by sector.
Feedback from HR directors and managers
According to an OpinionWay survey of HR directors, 9 in 10 believe that business performance was maintained thanks to remote working. Half (46%) think developing it further within their organisation would be beneficial, and 75% believe employees appreciate it.
For managers, it took a little longer to adapt — setting up collaborative tools, explaining how they work to the whole team, running shorter but more frequent meetings, and providing more personalised, hands-on support.
Beyond the operational side, managers also had to provide human support — addressing feelings of isolation and accommodating individual family situations by adapting working hours.
Does remote working work?
Based on the range of feedback gathered, there is no simple yes or no. For those who adapted well, remote working functions excellently — sometimes even better than office-based work. Its benefits include:
- Greater flexibility in working hours, enabling a better work-life balance
- Freedom of location, with the same rights as office-based staff
- Reduced commuting time
- Improved staff retention and easier recruitment
- Cost savings for the business
- Reduced absenteeism, delays and commute-related stress
For others, remote working has been difficult to establish and sustain, for various reasons:
- Sense of isolation
- Weakened social bonds
- Inadequate equipment
- Difficulty reaching colleagues or departments
- Struggles managing time effectively
Ultimately, remote working depends on each person’s ability to self-organise and rests on a foundation of trust between employer and employee. It has real advantages and real drawbacks, which everyone navigates differently — but what matters most is employee wellbeing. 93% of HR professionals surveyed say that happiness at work is a priority, even more so in the wake of the pandemic. The best approach is to consult your team and find the arrangement that suits everyone best.
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