As technology advances, the ability to be flexible in where employees are physically based increases. You may find that with being flexible on where your employees work from, they in turn increase productivity or just generally become happier in their work and less likely to resign.
When it comes to an employee making a request to work from home, there are a number of considerations to be made. Ultimately, however, it comes down to whether or not you feel the flexibility being provided will lead to a more productive employee with better performance and that it is practicable to have the employee based at home.
There are benefits to being flexible in where an employee is based, some are obvious whereas others are less obvious and can be harder to grasp. Allowing an employee to work at home can reduce the need for more office space and costs associated with this, which can also be a way to manage employees with a disability (ensuring this is done properly of course). The less obvious benefits of allowing an employee to work at home can be in reduced commuting time leading to a more productive employee, and in taking this concept one step further, having an employee work at home with a clear policy in place can allow the employee to work during their personal best time.
The concept of a personal best time in home work arrangements, is where an employee has the ability and the flexibility to find the time of day (or night) which is their peak performance. Some employees may have family requirements, which means working in the morning is not productive and instead they can work until much later at night which is when they get their best work done.
Allowing an employee to work from home can lead to a happier employee and ultimately to a more productive employee, showing just how beneficial flexibility can be in your business.
For help in managing employees already working from home, or for advice on how to set up a situation such as this, contact Employsure on 0800 675 700.