A short history of working from home
For thousands of years, people have worked from home. It wasn’t until the industrial revolution that people started leaving the places where they lived to work in factories and offices. You can almost think of the recent shift to travail à distance as a return to the past. Of course, it’s not that simple, but with the development of internet connectivity things slowly began to change. Just before the COVID-19 pandemic hit, laptops and digital tools were already allowing some people—including managers, freelancers, and digital nomads—to work from home, in cafés, or from distant locations.
The pandemic changed everything. Lockdowns and social distancing meant that suddenly more people than ever before started working from home. The result has been a transformation of the culture of work we are still coming to grips with. Fast forward to today, and many employers are asking people to come back to the office even if it’s only a few days a week. It’s called the hybrid model, and experts believe it’s here to stay.
Sifting the data on remote and hybrid work
It may surprise you to learn that Canada has one of the highest rates of people working from home in the world. Data shows that the number of teleworkers in this country jumped to about 40 per cent in April of 2020. Since then, the number of people working most of their hours remotely has levelled out at around 20 per cent.
Not every job can be done remotely, but it is estimated up to 40 per cent of jobs in Canada can be done from home. This telework capacity is spread out unevenly across the country, income groups, occupations, and industries. Jobs with the highest rates of remote work are concentrated in finance, information, cultural industries, and education, professional, and technical services. Following trends in the US and worldwide, workers who are better educated and in top income brackets are more likely to spend either some or all of their work hours remotely.
Where is remote and hybrid work going?
Most experts agree that the number of people working away from the office will increase over the next few years. The World Economic Forum predicts “digital” jobs will rise by 25 per cent by 2030 to more than 90 million roles. While there will continue to be some occupations that remain fully remote, best estimates are that most workers will come back to the office on a hybrid basis. Canada will be no exception to this. Surveys show that most Canadian workers want employers to offer flexible arrangements about where work happens. There is also buy-in from many employers.
The productivity debate
Early on, some thought working from home was more productive because people spent less time socializing. On the other hand, some managers argued that working away from the office was less productive because it affected things like morale and innovation. The productivity studies are all over the map, but surveys show that workers feel happier and more productive when they have more flexible work arrangements.
The good news is that recent studies show hybrid work can be just as productive as working from the office, but only as long as it’s managed well. And because productivity is important, we need to look at some best practices for building a successful hybrid strategy for your workplace.
Avoid one-size-fits-all
The key to ensuring that hybrid models work for you and your staff is to understand there isn’t one solution. Some employees might prefer to remain in the office, and that’s great. Other people on your team might want to work from home at least two or three days a week. With a well-managed hybrid work plan and a commitment to flexibility, there’s room for both.
Have a policy
Pandemic restrictions meant that many workplaces didn’t have time to draft policies about working from home. But now that the restrictions have eased, many employers are finding themselves without robust remote and hybrid work policies in place. The best time to start working on that policy is now. In addition to helping avoid unnecessary conflict down the road, implementing a hybrid work policy is a great way to establish trust and help set clear expectations about performance.
Understand the issues
When it comes to telework, legislation and regulation is still evolving. From health and safety considerations to understanding the tax implications of where workers choose to work, it’s critical to ensure that you and your HR team are well-briefed on the legal and regulatory frameworks in place both provincially and federally.
There are other obligations to keep in mind as well. Even when someone works part of the week from home, employers are still responsible for things like safe secure equipment, following all employment standards laws, and ensuring employee well-being.
Prioritize engagement over tracking
More than likely, you already have most of the tools you need in your day-to-day business communications platforms to keep track of who is doing what and when. But when it comes to building trust and boosting productivity, your best strategy is to create opportunities for engagement. Think all the way from check-ins and Zoom coffees to making sure that office days are about connecting in real life.
Optimize your office
Now is the time to reimagine what the office is for. When employers began asking people to come back to the office, many workers realized that the places they had worked in before the pandemic were inefficient, uncomfortable, and even unhealthy. But more than that, traditional office plans don’t give enough space for people to come together and share ideas. Start by emphasizing comfortable spaces with natural light, build in areas for co-working and collaboration, and don’t forget to create opportunities for cozy privacy rather than isolation. By making your office a welcoming and friendly environment, you’ll not only help your team come together, you’ll also be leveraging the power and productivity of truly hybrid work.
