Many companies regard the return to compulsory in-office working as the key to greater productivity and team spirit. This is a misconception. And one that puts companies at a distinct disadvantage in the recruitment market, particularly at a time of skills shortages.
More and more companies are backtracking and bringing their staff back into the office, in some cases with fixed days of in-office work, and in others even on a full-time basis. It is striking that it is precisely those companies which were regarded as pioneers of remote working during the COVID-19 pandemic that are now tightening their policies once again.
The justifications are similar: better collaboration, a stronger corporate culture and higher productivity. But is that really the case? Our experience as an IT service provider tells a different story.
Presence does not necessarily equate to productivity. In the office, it is true that you can check whether someone is there, but you cannot automatically gauge how effectively they are working. Quite apart from the fact that knowledge work can only be assessed to a limited extent on the basis of mere presence anyway. We’ve found the exact opposite to be true: employees working from home often demonstrate a greater sense of personal responsibility and are willing to switch on their computers again even outside traditional working hours. Furthermore, meetings start on time, there are fewer interruptions from spontaneous office conversations, and employees can plan their periods of concentration more effectively.
The argument for better collaboration and a stronger corporate culture certainly has merit in principle: Face-to-face interaction can foster creativity, and a corporate culture does not develop exclusively through digital means. But this does not require compulsory attendance, whether on a daily basis or full-time. Targeted workshops and team days create precisely the kind of face-to-face encounters that are vital for interaction and team spirit. Physical presence delivers its added value when it serves a specific purpose, not when it is imposed across the board.
However, companies are not only mistaken if they believe that forcing staff back to the office will lead to greater productivity and team spirit. In doing so, they are also voluntarily narrowing their pool of potential candidates – and this, of all times, during a skills shortage. Working from home enables them to recruit nationwide without the need for relocation, thereby significantly expanding the pool of potential candidates. At the same time, workplace flexibility has long since become a key competitive factor in recruitment and is particularly expected by younger professionals. Furthermore, many employees have now structured their lives around permanent remote working and, in some cases, have moved away from conurbations. For them, compulsory office days could be a reason to resign.
As well as being a more attractive employer, companies benefit in many other ways: They require less office space and therefore incur lower rent and service charges. They generate less commuter traffic and lower CO2 emissions, thereby helping to support the achievement of their ESG targets. And they can offer their customers better service and improved accessibility. Longer service hours are easier to organise, and when staff are based across Germany, regional public holidays can also be better accommodated.
There is actually no reason – at least in our sector – to move away from working from home. Of course, companies must place their trust in their staff. However, our experience over recent years shows that this trust pays off: for the staff as well as for the company. What matters is not where the work is done, but the results that are achieved
This press release is also available at www.pr-com.de/de/avision.
Press contact
Avision GmbH
Christina Karl
Marketing
Bajuwarenring 14
D-82041 Oberhaching
Phone +49-89-623037-967
christina.karl@avision-it.de
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Melissa Gemmrich
Sendlinger-Tor-Platz 6
D-80336 München
Phone +49-89-59997-759
melissa.gemmrich@pr-com.de
