As a result of recent inclement weather, we have a number of questions in relation to Working from Work, and would like to take the opportunity to clarify our position.
The Company recognises that employees may find it beneficial to work from a range of locations including (but not limited to) their home, with customers or clients or at co-working spaces. From time to time they may also wish to Work from Work. We recognise that some managers are concerned about staff working from work on a regular basis. This FAQs may assist you.
Will staff who work from work spend their time chatting in the kitchen or around the water cooler?
Most staff can be trusted to responsibly work from work. Where issues arise relating to performance or productivity, these should be raised as quickly as possible, providing specific examples.
Isn’t working from work just for people without children or caring responsibilities?
Anyone may want to work from work. Although working from work may suit some groups as a result of their personal situation, our Working from Work Policy applies to all staff.
If I allow staff to work from work, won’t I have to say yes to other people that also want to work from work?
Allowing staff to work from work does not automatically mean that you will have to allow other staff to work from work. You should use your discretion based on operational requirements.
Will productivity reduce if too many staff work from work, as a result of all the meetings?
Unnecessary, boring and overlong meetings can be a consequence of working from work. As a manager, it is your responsibility to ensure that working from work does not amount to a distraction from actual work.
Isn’t all the unnecessary commuting detrimental to staff who work from work?
Yes, it can be. However we have an excellent corporate wellbeing progamme involving free fruit that will help off-set this.
How do I know if staff who are working from work are really working if I sit in a different office?
You can’t monitor every individual in the office all the time. Set clear objectives for working from work staff and monitor them as you would anyone else who works for you.
How should I manage work from work staff?
Recognise that working from work staff are just like everyone else, only they don’t get to watch Homes Under the Hammer.
Isn’t work something that you do, rather than a place that you go?
PS – I totally stole the idea for this blog post from a spoof email that I saw yesterday but can’t attribute. If anyone things I have plagiarised I will remove it.
This is brilliant. Had me in fits and I would genuinely love if everyone had this as part of their flexible working / managers toolkit.