The appetite for remote working is not going anywhere. Faced with this phenomenon, managers can either double down on the old 9-to-5 model or offer ever tailored work choices to their employees.
A statutory right to request flexible-working arrangements was introduced in 2014 but has been little used. New legislation coming into force could change all that.
While working from home can have advantages, new research shows that there can also be a wide range of negative effects, including psychological reactions such as emotional exhaustion.
The pandemic has seen more and more full-time employees working fully remotely – and seeking out cheaper, warmer places in which to do so. Property price hikes show the impact on local communities.
Hybrid and remote-heavy work setups have fundamentally changed how people interact at ‘the office.’ What do workers and managers want out of the workplace now?
Rebecca Downes, Te Herenga Waka — Victoria University of Wellington; Noelle Donnelly, Te Herenga Waka — Victoria University of Wellington, dan Urs Daellenbach, Te Herenga Waka — Victoria University of Wellington
Advising managers to ‘focus on clear objectives’ with remote workers overlooks the importance of relationships as the basis for understanding performance.
When working from home, women struggled more than men to find time for the sustained effort needed to produce good, publishable research. Lack of thinking time is a problem for all knowledge workers.
Despite the major challenges lockdown-induced remote learning has presented, teachers, pupils and parents alike have reaped certain benefits. Can school learn from these changes?
Beating COVID cannot rely solely on the efforts of vaccines – economic policy must robustly support the path to full recovery, starting with healthcare and ventilation.