Working from home has brought about a re-evaluation of the psychological contract between individuals and organisations. While some employees have found a better work-life balance through remote work, others have struggled with the loss of social interaction and structure provided by the office.
According to manufacturing expert Roy Spencer of Iskra Consulting Ltd “The factory model of the office, where people are paid to be there from nine to five may be holding some companies back from adopting more flexible hybrid models”.
Roy added: “Personality type also plays a role in an individual’s preference for remote work. Employers need to consider the psychological contracts of their employees and the outcomes they are seeking before insisting on a return to the office”.
A hybrid model that focuses on outcomes rather than hours worked could provide the flexibility needed to retain motivation and productivity while accommodating individual needs.
Access to Global Talent
Remote work can offer benefits such as access to a global talent pool and lower office overheads.
However, there are business environments where collaboration and teamwork are essential for achieving the best outcomes. Maintaining organisational culture and welcoming new employees also require periodic in-person interactions.
The factory model of the office, where people are paid to be there from nine to five may be holding some companies back from adopting more flexible hybrid models”
In a world where new start-ups are free to create new business models, the factory model of the office may become a thing of the past.
Employers who fail to adapt to the changing landscape may lose valuable talent to more flexible and forward-thinking companies.
Contact Roy Spencer at Iskra Consulting on 07831 639637 or roy@iskraconsultingltd.com
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