1. Engagement and Wellbeing

Employees’ engagement and their well-being are two major indicators of performance. The pandemic has shown that often engagement and well-being significantly improved when employees could work from home.
Remote workers report less burnout than full-time office workers and have the added benefit of allowing a more flexible schedule. Working remotely cuts travel time for employees, allowing them personal time.

Talk to HR/IR Solutions and your business’s off-site human resources consultant for more information in relation to employee burnout and managing Workers’ Compensation Claims.

2. Fairness and Inclusion

Many workplaces have found that some people are more likely to speak and communicate effectively with their co-workers when working remotely. Communication can be more equal and more focused. It is important for businesses to discuss remote working with their team in order to be fair and inclusive when working remotely.

3.Trust and Productivity

Employees sitting behind desks in the office would have been a good sign of productivity prior to the pandemic. Recent research shows productivity can be on the same level or higher if the employee is at home and the employer trusts the employee to work effectively.
Accountability in this new work environment requires true and honest feedback from both sides of employment.
Talk to HR/IR Solutions about our simple employee feedback proforma that is developed to suit your business.
Getting accurate feedback helps small and medium businesses in Wollongong and The Illawarra retain employees and grow their businesses.

4. Relationships and Culture

Businesses were worried at the beginning of the pandemic that workplace culture and office relationships would be harmed if employees were working from home.
This is a challenge for all businesses but can be improved through constant communication with the employee in order to meet the outcome that suits both parties.