An Employer’s Guide to Remote Working

Given the recent Government announcements on increasing national restrictions amidst the Coronavirus pandemic crisis, there is an ongoing debate about the merits and effectiveness of working remotely versus working in a traditional office building. Recent research indicates that more than half of workers are reluctant to return to the office. Adaptation to remote working, returning to work and a hybrid model will continue to evolve, albeit at a far more rapid pace in the 2020s than it did in the 2010s.

Employers must listen to their staff rather than relying on national surveys, gather data on remote working and performance/productivity during the Covid-19 outbreak and be open to hybrid models.

With all the available information, opposing points of view and potential conflict between national, regional and local priorities, here are a few things for business owners to consider.

Listen to your people

National surveys are great indicators of general trends. However, they may or may not be representative of your people. During times of uncertainty, it is even more important than usual to have your ear to the ground and ask the people in your own company about their perspectives.  Asking questions about physical and psychological wellbeing should be a priority. This can be conducted in large, representative, organisation or department-wide surveys, as well as more targeted, qualitative and in-depth discussion.

Be evidence-based on remote working

For companies where home working has been an option, we are now six months into the largest remote working experiment in history. So many will now have a substantial amount of performance data related to remote working. That data, combined with information about employees’ attitudes, should inform future policy about working arrangements.

Staff who have performed effectively and want to remain working remotely should be allowed to. The role of anyone responsible for employee performance should be supporting them to be most effective in their role. Giving workers autonomy is a far more effective way to boost performance than micromanaging.

But although remote working can be effective, especially when coupled with effective performance management, it doesn’t work well for everyone. There are long-term implications for recruitment and onboarding that may be particularly challenging for newer and younger workers in graduate jobs or those with less established careers. Therefore, using performance and preference data could help determine which employees or groups would benefit most from returning to a physical office space.

Understand the barriers

There are specific reasons that remote working does or does not suit certain organisations, or certain people within organisations. Make sure to understand those reasons. In some companies it is just not possible to do the work remotely. Some companies may have large groups of employees with certain difficulties. For example, younger and lower-income workers who have less space, don’t have a dedicated workspace, live with many other people and have insufficient tools, technology and connectivity may find it more difficult to set up an effective home-working space.

Consider blended, hybrid and hub & spoke models

There are rarely simple solutions to complex problems, and here it is not simply a case of deciding between working 100% remotely or only in an office. Most organisations will probably find it useful to continue experimenting with blended or hybrid work models, like some companies were already doing effectively years before the pandemic.

Some businesses are moving towards a ‘hub and spoke’ model, where offices act as centralised hubs for collaboration, meetings and events, and employees work in a more distributed way, hopefully without compromising the quality of communication and interpersonal relationships.

As restrictions on people’s movement, social interaction and businesses change, remote work policies will also need to adapt. To remain flexible and with the understanding that restrictions may tighten further as we progress through autumn into winter, hybrid model variations are likely to be necessary for most companies.

On a more general note, employers should also be thinking about creating a culture that is inclusive to those working remotely, including diversifying their work systems and ensuring remote employees are supported sufficiently, both mentally and by the employers’ pre-existing infrastructure.

It is likely that remote working will become the ‘new normal’ in the short to medium term while the world recovers from the Coronavirus pandemic. Whether it will be a long-lasting change will only be determined through time.


If we can help you with this or any other HR issue, please do not hesitate to contact a member of our HR Team at HR Services Scotland Ltd on 0800 652 2610 – select option 1 for HR.