by Mick Lavin, Coach, Agile Coach, Mentor
The world of work has been turned on its head during the pandemic years. What was once a perk, working from home, became the norm for many. But now, as we navigate the post-pandemic landscape, a debate has raged across Ireland: should we return to the office, embrace the remote revolution, or find a balance somewhere in-between?
Many businesses are pushing for a return to traditional workspaces, at least in some capacity. They argue that being physically together fosters better collaboration, clearer communication, and a stronger sense of company culture. By contrast, employees have become accustomed to the freedom remote work offers and are reluctant to give it up. Employees cite improved work-life balance, the elimination of soul-crushing commutes, and increased productivity as key benefits. This tug-of-war highlights the complex challenge in shaping the future of work in a way that serves both business needs and employee well-being.
The Impact on Employees
When it comes to productivity, the data is definitively inconclusive. Some find they get more done at home without office interruptions, while others struggle with the lack of structure or the distractions of home life. A study by Stanford University found that remote workers were 13% more productive than their in-office counterparts, while yet other studies suggest that remote work can result in a decline in productivity, particularly for tasks that require collaboration and organisation.
Some research suggests that remote work can have a positive impact on job satisfaction – San Jose State University stated that employees reported higher perceived autonomy and less work-family conflict when working remotely. However, other studies have suggested that the favorable correlation between remote work and job satisfaction may wane over time; this is especially true when considering more general workplace behaviors that influence corporate culture.
Remote work has impacted work-life balance giving people more flexibility and control over their work and life. This can result in reduced stress, improved well-being, and more free time for personal and family commitments. Commute time is reduced, allowing people to allocate that time for other activities. Of course, it is also important to consider that remote working can potentially blur the lines between work and personal life, that can lead to longer working hours and difficulty in disconnecting.
Remote work offers several benefits, but it also presents some challenges. Many people entering the workforce or those looking to change roles or transition their careers benefit from mentoring. In a remote work environment, this may be more difficult to achieve. When working from home, it can be challenging to establish relationships with colleagues who could potentially serve in a mentorship capacity. Furthermore, the identification of mentorship opportunities, whether an individual seeks to become a mentor or find one, can be difficult. The challenge of connecting with colleagues is particularly acute for individuals new to an organisation or to a new role within the company. Without in-person interactions, it is difficult to build meaningful relationships. People who have spent time together and built relationships will be better able to manage the relationship from a distance than those who have never met in person. Without the basis of interpersonal contact, some people may feel a sense of psychological detachment, which can impact overall job satisfaction and personal well-being. It has even been noted that personal detachment affects stress levels and sleep. A study be Harvard Business School also highlighted that employees who always work from home may have a higher intention to leave their jobs compared to those who never work from home.
The Employer’s Perspective
The pandemic forced companies around the world to implement and enable remote work procedures. Ireland was no exception. With a large proportion of the workforce transitioning to remote work, the country quickly adapted to this new reality. A survey by the Central Statistics Office (CSO) found that 47% of the Irish workforce was working remotely by the end of 2020, a significant increase from just 20% in 2019. The shift was particularly pronounced in sectors such as technology, finance, and professional services, where remote work was already on the rise.
Remote working during and after the pandemic provided benefits to these mainly professional, white-collar organisations. With employees working from home, companies were able to reduce many overheads, such as office equipment, utility bills, and office floor space. Some studies suggest that remote work increased productivity in certain sectors due to fewer distractions, employee autonomy, and comfortable workspace setups. Sick leave was also reduced as employees were more likely to continue working if they felt mildly unwell, which may increase productivity. Talent acquisition, cost, and retention were also easier to manage as the pool of available talent was nationwide and not limited to a specific geographical location. Employees wishing to work from their home location, where costs may have been lower than city living, were at times willing to accept lower salaries than those closer to the place of business. From an organisational resilience perspective, the pandemic presented companies with an immediate problem to solve that has led to robust business continuity plans and has equipped them to adapt to catastrophic disruptions while maintaining operations during lockdowns or other crises. From an environmental perspective, corporate social responsibility programs have been able to show a contribution to reduced carbon emissions and a smaller carbon footprint for the organisation, aligning with environmental initiatives from a corporate and governmental perspective.
It must also be noted that while many employers experienced these benefits, the impact of remote work varied across industries and individual companies.
The Return-to-Office Mandate
Despite the widespread adoption of remote work and its associated benefits, many companies now push for a return to the office. This push can be attributed to several factors, including a desire for increased productivity, concerns around maintaining company culture, the benefits of in-person collaboration, and a shift back towards more traditional management styles. A major worry is the perceived dip in productivity when employees are out of sight. Some tasks, especially those demanding collaboration, are believed to suffer in a remote setup. The allure of face-to-face interactions remains strong for many companies.
Organisations argue that in-person collaboration is the creative tip of innovation and team cohesion. A physical office is also seen as vital in fostering a strong company culture and a sense of community among employees. Security concerns also play a part in remote work arrangements, with employees using personal devices and unsecured home networks. Organisations are understandably concerned about potential data breaches. Adding to this hesitancy, industry giants like Amazon, a significant investor in Ireland, have mandated a full return to the office, influencing workplaces globally.
Employee Resistance and the Hybrid Solution
While companies are eager to bring employees back to the office, many employees resist this mandate. Employees have experienced the benefits of remote work, such as increased flexibility, improved work-life balance, and reduced commuting time, and are reluctant to give them up. Employees of multinational companies often work in geographically dispersed teams and may never meet their colleagues in person. Despite this, they are still expected to commute to an office to work alone. Surveys indicate that a significant proportion of employees would consider leaving their jobs if their employer no longer allowed them to work from home. Almost 70% of the workforce in Ireland is considering a job change in response to this.
The most likely outcome, and arguably the most sensible, is a hybrid model. This approach combines the benefits of both in-person and remote work, offering flexibility while still fostering collaboration and social connection.
Legislating for Remote Work
Recognizing the growing demand and popularity of remote work and the evolving needs of the workforce, the Irish government introduced legislation to enable and regulate remote working. The Work Life Balance and Miscellaneous Provisions Act 2023, which came into force on March 7th, 2024, provides employees with the legal right to request remote work. The legislation aims to strike a balance between the interests of employers and employees, providing a framework for managing remote work arrangements while ensuring that companies can still operate effectively.
This is a factor that now needs to be factored into discussions on return-to-work mandates.
For hybrid work to succeed, employers and employees need to play their part
Tips for organisations to maintain employee engagement:
- Foster employee well-being
- Offer flexible work arrangements
- Invest in technology that supports seamless remote collaboration
- Provide professional development opportunities
- Nurture a positive company culture through virtual and in-person team-building activities
- Communicate policies and expectations clearly and transparently
Tips for employees in the return-to-work debate:
- Communicate your needs and expectations to your manager and colleagues
- Establish clear boundaries between work and personal life to maintain a healthy balance
- Engage actively with colleagues through both virtual and in-person channels to build strong working relationships.
HR professionals play a big part in the tug-of-war debate:
- Develop and implement effective remote work policies that support all employees
- Provide training and support to help employees navigate the challenges of hybrid work
- Advocate for employee well-being to create a positive and productive work environment
The Road Ahead
The future of work in Ireland is likely to be a hybrid one. The key is finding the right balance for each organisation and its employees. By embracing flexibility, fostering open communication, and working together, employers and employees can create a productive and fulfilling work environment for everyone.
About the author
Mick Lavin is a Systemic and Intercultural Coach, Agile Coach and Mentor, accredited by the European Mentoring and Coaching council. For the past 30+ years, Mick has worked in the world of technology as a people, project, and strategic account manager in several European countries, with the US, in the Middle East, and in Asia. Mick specialise’s in people & leadership development and business agility in multicultural business environments, helping organisations move to a more responsive and people centric mindset.
